Your Guide to Becoming an Impact Employer
Prepare your company for the future of work by putting talent first
1. About Impact Employers
Do you want to learn how to become an Impact Employer?
Our talent framework supports company leaders who are committed to starting the journey.
2. JFF's Impact Employer Talent Framework
Are recruitment and retention a constant challenge? Consider this: People prefer to work at companies that are mission driven and that prioritize employee well-being, inclusion, and advancement.
Employees who are part of a culture that leans into these values are more engaged and more productive. They also stay longer, increasing your ROI.
You know that workforce planning—and developing successful employees—are key elements of smart corporate strategy. Do you know the latest thinking about how to help employees succeed in our rapidly changing economy?
When mapping out future workforce needs, actively chart equitable career pathways for all employees—from those on the front line to senior leaders.
You regularly adjust your talent acquisition strategy to position your company for success in today’s ever-evolving labor market. But are you overlooking people who can help your company thrive?
Open your company to new talent by looking beyond traditional signals of candidate quality, such as a bachelor’s degree, and making a genuine effort to consider candidates from populations underrepresented in your workforce.
Providing employees with opportunities to build new skills through internal training can yield big payoffs for both your company and your workers. Have you explored all the ways to strengthen your internal talent pipeline?
Equitably developing internal talent is less expensive and more effective than hiring and onboarding new employees. Workers who receive development opportunities are more motivated and engaged. They also stay at the company longer because they are better positioned to advance.
Worker loyalty, engagement, and retention are key drivers of enhanced productivity and superior business performance. You can improve your company’s record in all three areas by adopting a “total rewards” approach to compensation and benefits.
Total rewards include perks and incentives that help employees achieve work-life balance and provide more motivation than a paycheck alone. Packages may include educational programs, on-site child care, flexible scheduling options, emergency financial support, and more.
No one likes layoffs, but they may be unavoidable as global business trends lead to corporate reorganizations that require job cuts. But you can approach offboarding in an honest, equitable, and employee-centered way.
Successful strategies include retraining programs focused on skills for high-growth industries, generous severance packages, and career navigation resources for displaced workers.
Build a purpose-driven, employee-centric workplace
Embrace agile forecasting and design equitable career pathways
Build diverse talent pipelines and embrace unbiased hiring
Offer skill-building opportunities to help employees, and your company, advance
Offer holistic benefits that promote employee stability and well-being
Offer strategic, future-focused supports for existing employees