Harvard Case - OneTen: One Million Careers for Black Talent (A)
"OneTen: One Million Careers for Black Talent (A)" Harvard business case study is written by Boris Groysberg, V. Kasturi Rangan, Annelena Lobb, Kerry Herman. It deals with the challenges in the field of Organizational Behavior. The case study is 26 page(s) long and it was first published on : Jan 28, 2022
At Fern Fort University, we recommend that OneTen adopt a multi-pronged approach to achieving its ambitious goal of placing one million Black Americans in good-paying jobs. This approach should focus on building a robust ecosystem of support, fostering collaboration across stakeholders, and promoting a culture of continuous improvement.
2. Background
OneTen is a non-profit organization founded in 2021 with the goal of addressing the racial wealth gap by connecting one million Black Americans with good-paying jobs over the next decade. The organization brings together a diverse coalition of corporations, nonprofits, and educational institutions to achieve this goal.
The case study focuses on the challenges OneTen faces in achieving its ambitious goal, including:
- Building a robust talent pipeline: Identifying and preparing Black talent for in-demand roles.
- Addressing systemic barriers: Tackling issues like implicit bias and lack of access to networks and opportunities.
- Ensuring long-term success: Supporting Black employees in their career progression and advancement.
The main protagonists are:
- The OneTen leadership team: Responsible for setting the strategic direction and driving the initiative.
- Partner organizations: Corporations, nonprofits, and educational institutions that contribute to the program.
- Black talent: The individuals who stand to benefit from OneTen's efforts.
3. Analysis of the Case Study
To effectively address the challenges outlined, OneTen needs to leverage a comprehensive framework that considers various aspects of organizational behavior, change management, and stakeholder engagement. This framework can be structured around the following key pillars:
1. Organizational Culture and Leadership:
- Leadership Styles: OneTen needs to cultivate a leadership style that fosters collaboration, inclusivity, and a shared vision among its partners. This requires promoting transformational leadership that inspires and empowers individuals to contribute to the common goal.
- Organizational Culture: Building a strong organizational culture that prioritizes diversity and inclusion is crucial. This involves creating a welcoming environment where Black talent feels valued, supported, and empowered to thrive.
- Team Dynamics: OneTen needs to establish effective team dynamics by fostering open communication, mutual respect, and a sense of shared purpose. This requires building strong virtual teams that can effectively collaborate across geographical boundaries.
2. Change Management and Stakeholder Engagement:
- Change Management: OneTen's success hinges on its ability to effectively manage the change process within partner organizations. This requires identifying and addressing potential resistance to change while fostering a sense of ownership and buy-in among stakeholders.
- Stakeholder Engagement: Engaging all stakeholders, including corporations, nonprofits, educational institutions, and Black talent, is essential. This involves building strong professional networks, facilitating difficult conversations, and addressing concerns openly and transparently.
3. Talent Management and Development:
- Hiring and Recruitment: OneTen needs to develop a robust hiring and recruitment strategy that focuses on identifying and attracting qualified Black talent. This involves leveraging technology and analytics to reach a wider pool of candidates and addressing systemic biases within the recruitment process.
- Talent Development: Providing comprehensive talent development programs is crucial to ensure the long-term success of Black employees. This includes offering training, mentorship, and career coaching to support their growth and advancement.
- Employee Engagement: Maintaining high levels of employee engagement is essential for retaining Black talent. This involves creating a supportive work environment that values employee feedback and fosters a sense of belonging.
4. Measurement and Evaluation:
- Performance Management: OneTen needs to develop a clear framework for performance management to track progress towards its goals. This involves setting measurable targets, collecting data, and regularly evaluating the effectiveness of its programs.
- Organizational Learning: Continuously learning and adapting based on data and feedback is crucial for improvement. This involves conducting regular organizational reviews, identifying areas for improvement, and making necessary adjustments to its strategy.
4. Recommendations
To achieve its goals, OneTen should implement the following recommendations:
1. Build a Robust Ecosystem of Support:
- Develop a comprehensive talent pipeline: Partner with educational institutions to create pathways for Black talent to acquire the skills and credentials needed for in-demand roles.
- Establish a network of mentors and sponsors: Connect Black talent with experienced professionals who can provide guidance, support, and opportunities for advancement.
- Offer targeted training and development programs: Provide customized training programs that address the specific needs and challenges of Black employees.
2. Foster Collaboration Across Stakeholders:
- Create a collaborative platform: Develop a centralized platform where partners can share resources, best practices, and success stories.
- Facilitate cross-sector partnerships: Encourage collaborations between corporations, nonprofits, and educational institutions to leverage their collective expertise and resources.
- Establish clear communication channels: Ensure effective communication between OneTen and its partners to facilitate coordination and alignment.
3. Promote a Culture of Continuous Improvement:
- Track progress and measure outcomes: Regularly monitor key performance indicators to assess the effectiveness of OneTen's programs.
- Conduct regular evaluations and feedback sessions: Gather feedback from stakeholders to identify areas for improvement and make necessary adjustments.
- Foster a culture of learning and innovation: Encourage experimentation and continuous improvement to ensure OneTen's programs remain relevant and effective.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with OneTen's mission to address the racial wealth gap by placing Black Americans in good-paying jobs.
- External customers and internal clients: The recommendations prioritize the needs of both Black talent and OneTen's partner organizations.
- Competitors: The recommendations aim to differentiate OneTen from other initiatives by focusing on building a comprehensive ecosystem of support and fostering a culture of continuous improvement.
- Attractiveness ' quantitative measures: While it's difficult to quantify the impact of OneTen's efforts, the recommendations are designed to maximize the organization's effectiveness and achieve its ambitious goals.
6. Conclusion
By implementing these recommendations, OneTen can create a powerful and sustainable ecosystem that supports the career advancement of Black Americans. This will require a commitment to collaboration, continuous improvement, and a deep understanding of the challenges and opportunities facing Black talent in the workforce.
7. Discussion
Other alternatives not selected include:
- Focusing solely on corporate partnerships: This approach might limit the reach and impact of OneTen's efforts.
- Adopting a purely transactional approach: This could lead to a lack of long-term support and mentorship for Black employees.
Key assumptions of the recommendations include:
- Commitment from partner organizations: The success of OneTen relies on the active participation and commitment of its partners.
- Availability of qualified Black talent: The program assumes that there is a sufficient pool of qualified Black talent to fill the targeted job roles.
8. Next Steps
OneTen should prioritize the following steps to implement the recommendations:
- Develop a comprehensive strategic plan: Outline the specific goals, objectives, and timelines for the initiative.
- Secure funding and resources: Obtain the necessary financial and logistical support to implement the programs.
- Build a strong leadership team: Recruit and develop a team of experienced professionals with a passion for diversity and inclusion.
- Establish clear communication channels: Ensure effective communication between OneTen and its partners, as well as with Black talent.
- Monitor progress and make adjustments: Regularly evaluate the effectiveness of the programs and make necessary adjustments to ensure the initiative remains on track.
By taking these steps, OneTen can create a lasting impact on the lives of Black Americans and contribute to a more equitable and inclusive society.
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Case Description
The OneTen case study examines the nonprofit organization's origin story. Its founding team includes a roster of corporate superstars-Ken Chenault (former CEO of American Express), Ken Frazier (former CEO of Merck), Charles Phillips (chair of Infor), Ginni Rometty (former CEO of IBM), and Kevin Sharer (former CEO and chair of Amgen). In May 2020, soon after the murder of George Floyd, this group came together to form a nonprofit that would partner with companies, talent developers, and Black talent, with the goal of hiring one million Black people in the U.S. into jobs with family-sustaining wages over the next 10 years. Equally important is an emphasis on the promotion of talented Black employees within existing companies. The case is set in late 2020, just after the hire of OneTen's first CEO, Maurice Jones; it explores how the organization was established, structured, and staffed, and how it has so far built its partnerships.
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