This month TalentCulture has been focusing on how people and companies can learn to do better. Nowhere is that more crucial than in the sphere of employer brands. We’re in an era now where companies don’t have full control over their brand: no matter how they present or package it, the outside world may have a wholly different take that outweighs the best intentions. But an employer brand isn’t just an academic exercise, as Meghan M. Biro noted on the latest #WorkTrends — even if that’s how many companies are approaching it now.
To better clarify the link between employer brands and profitability, Meghan brought in Debra Ruh, a visionary in the field of employer branding. Ruh founded Ruh Global IMPACT, a firm that focuses on branding as well as digital marketing and global disability inclusion strategies (and more). She’s also the mother of an amazing daughter who inspired Debra to focus on the true essence of diversity, and why we need to embrace human potential right now.
“We’re talking about intelligence when we haven’t even decided as a human species what that means,” Debra said. “The human potential is there. We really need to rethink what we mean by that — and stop deciding that certain people don’t belong in the workforce.” By doing so, she added, companies are shortchanging the power of true diversity — a proven driver of higher levels of innovation and performance. Witness companies like Amazon, Barclays and Atos, who are bringing people with disabilities into their workforce, and programmatically expanding their commitment to inclusion, with strong business results. By so doing, they’re also shifting the perception of what their brand truly stands for. They’re not just talking the talk, they’re walking it.
What’s key, Meghan noted, is understanding all the touchpoints involved in a brand, and who really controls it. The days of grumbling in public and getting a cease and desist are over — in a sense, the brand is now owned by those who perceive it. And its fate has more to do with that, and with the perception of market influencers, than the company itself. But our expectations are higher than ever, both agreed. “We want our brands — especially the brands that we work for — to stand for more,” Debra said. Tune into this great conversation to find out how to shift a brand into a desirable, authentic, diverse culture. And have faith: it’s never too late to course-correct.
Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe, so you don’t miss an episode.
Twitter Chat Questions
Q1: Why are some employers failing at becoming an employer of choice? #WorkTrends
Q2: What strategies can help organizations become an employer of choice? #WorkTrends
Q3: How can leaders help their organizations live their employer brand? #WorkTrends