We recognized that our diverse mid-level leaders were leaving the organization prior to being promoted to a Director level role within the company. By leveraging data analytics we learned that these high performing associates typically had 4 to 5 years of experience and were located in multiple areas throughout the company. Through human capital analytics, we are able to identify diverse talent who have a sustained record of high performance, in current role for 2-3 years, and are in positions that are the most likely feeder positions for director-level roles. We have focused on that specific segment to gain traction on creating additional opportunities for associates.

The TRP Program was launched to improve diversity at the Director level and above. A full-time leader was assigned and dedicated to work with the Talent Acquisition team to proactively engage high potential talent with at least three years of experience in their current role. This position provides 1x1 career counseling to high potential associates, confirms their mobility and future aspirations, identifies current opportunities, facilitates connections to hiring managers, and provides assistance with interview preparation. The associate's current manager is engaged throughout the process, along with the appropriate HR business partner. Many of these associates were not seeking new opportunities or were not aware that internal opportunities were available. Every conversation and interaction is tracked within our talent acquisition system and TRP Program results are shared with the Executive Inclusion and Diversity Council that is chaired by Humana’s CEO.

Within several months of launching the TRP Program, feedback and results have been positive. The program has facilitated nine promotions and sixteen role expansions for the targeted population. Based upon initial results the program is being expanded to additional high potential diverse associates.