The challenges corporations face in attracting and retaining top talent frequently cross industries and can often have impact on entire communities. In fact, an Indiana community chamber of commerce recently found itself taking an active role in helping its members address just such concerns.

A study from their workforce investment board had shown some disturbing trends. Their population was slowly declining. Per capita median income was below national norm and had been falling for over 30 years. Productivity growth was stagnant. Worker productivity was below national average, and the community had a poor ranking for entrepreneurial attractiveness. The question was, "How do we stop and reverse these trends?"

Some review of the many challenges revealed some key areas in need of attention. Companies had been attracting top talent over the years, but were struggling to keep them. A closer look showed that women and people of color were coming to the community in a disproportionately lower rate but leaving at a higher rate and after a shorter tenure.

The chamber took on the challenge to form a diversity think tank to assess the situation and determine if there were things they could do to change the trend. The focus was to be on women and people of color specifically, but would reveal opportunities having a positive impact on the majority population as well. The chamber's goal was to identify ways to attract and retain top talent for management positions earning $50,000 and above.

The project team was comprised of volunteer professionals from local businesses. A survey was designed to understand what attracted people to the community and to the companies they were with, their intentions to stay or leave, and the reasons for their respective decisions. Overall, the response to the survey was high, with over 30% of those contacted responding. But two groups did not respond - African-American males, and Hispanics overall. Focus groups were conducted to gain the input from these two groups and to incorporate those findings into the study. Great care was taken to gain a balanced perspective, collecting information from traditional and non-traditional leaders.

The analysis of the data was eye-opening. The community, which prides itself on being open and welcoming, was not as welcoming as it may have believed. Feelings of exclusion were not only greater than expected for people of color, but surprisingly extended to the spouses and families of white male managers as well, while to a lesser degree. The wealth of information obtained also provided insights to problems surrounding productivity and entrepreneurial attractiveness.

The think tank formulated hypotheses and theories to be tested as well as recommendations to go forward. A committee was established to implement recommendations specific to the challenge of attracting and retaining managers as well as overseeing the development of committees to address the other challenges revealed in the work. The result has been multiple committees, fully aligned and coordinated with local businesses. They are all working together to improve quality of life for the entire community.

The outcome is a great story to market. This is an increasingly inclusive community brimming with career opportunities and attuned to the needs of growing, healthy families. It's a common message of diversity and inclusion at work that every company in the community can now share during recruiting events and programs.

The Kaleidoscope Group offers unique, hands-on diversity training sessions on a regular basis. The Kaleidoscope Group Offices are located at 434 W. Ontario Street, Chicago, 312-274-9000. Call for details.