We work to create development opportunities that foster an internal community that is more engaged, productive and innovative.
Representation of women in the workforce drops at each career level. The first-line manager position has been identified as the key to continued career advancement for women, however, this is where we see a significant decrease, creating a “broken rung” of female representation.
To address the widening gender gap, we need to identify top, rising female talent and support them in their professional goals. Dell’s Diversity Leadership Accelerator Program provides a comprehensive 9-month coaching and sponsorship experience for top-performing midlevel female managers.
Today, we are focused on scaling the culture of sponsorship at Dell Technologies, using e-learning content and toolkits to provide access to more team members. Our end-goal is to move beyond a program approach to the place where sponsorship and diversity in leadership roles simply reflect who we are. This is one of the ways that we’re removing roadblocks for diverse talent to enter our leadership pipeline.
In 2017 our Malaysian team kickstarted MentorConnect, a unique mentorship program that engages companies outside of Dell Technologies to promote diverse leadership development. The initiative offers mentorship opportunities for female leaders. Through this innovative initiative, global leaders are equipped to guide and advise their mentee groups on how to successfully build their networks, develop new skills and insights on areas such as critical business insights, negotiations, personal branding, and other professional skills.
By participating in leadership development discussions led by senior representatives from participating companies committed to diversity and inclusion, mentees develop both the hard and soft skills necessary for the next stage in their career, including networking and company-to-company best practice exchange. Business leaders also leverage the program to develop their pipeline of talent and increase collaboration throughout the organization.
Having returned to work from maternity leave, I felt a little lost and needed to redefine my career objectives. The course has allowed me to fine-tune my areas of focus, get a clear training and progression plan together, make new relationships across business units, and vocalize my desire for career success to my leadership. I have never felt more empowered or in charge of my future.
As we look to build our female talent pipeline, Releasing Female Potential (RFP) is a development opportunity for early- to mid-career professionals at Dell. The overall objective of RFP is to equip talent with the skills, courage, inspiration and determination to challenge the status quo, reach their full potential, and navigate career or life changes. Currently, the program is offered in 13 countries in Europe, the Middle East, and Africa, and is being piloted at one site in North America.
Five components make up the RFP program: workshops, a buddy system, individual coaching, 12 months of mentoring, and opportunities for job shadowing. The RFP Core Team — made up of volunteers from the Women in Action ERG — support participants throughout the year. In addition to volunteering their time to manage program execution, this core team serves as informal mentors and coaches for participants.
Learn how we are building a workforce that is inclusive and represents the diverse and global customers we serve.
Hear from some of our global team members on how we are ensuring Dell Technologies is made up of the most exceptional talent, regardless of gender, ethnicity, sexual orientation or background.