Insights From the Impact Employer Summit: Putting a New Talent Management Playbook Into Action

Today’s talent leaders can’t seem to catch a break.

They’re up against a laundry list of challenges: a historically tight labor market, the highest interest rates in decades, competing demands from a multigenerational workforce, rapidly evolving technologies with unknown implications. These factors make the essential work of keeping our country running—often carried out by frontline workers—significantly harder. 

In this already strenuous environment, employers trying to prioritize their workforce’s economic opportunity and well-being face additional hurdles. There’s significant political and social backlash against diversity, equity, and inclusion efforts, with several states introducing legislation curtailing its implementation. Even the leading human resources professional organization subsumed “equity” among other goals. It’s no wonder employers determined to advance equitable economic opportunity through their business practices may feel isolated and without direction.  

To navigate these challenges, a new playbook is needed—one that centers equitable economic advancement for workers alongside long-term business success. This summer, Jobs for the Future (JFF) hosted our fifth-annual Impact Employer Summit to provide answers in this moment. To support talent leaders and help them navigate their specific challenges, we created a space where they could maintain momentum in a critical moment of opportunity—to drive forward on strategies that are both good for people and good for business. 

We welcomed over 80 leaders representing 50 of the world’s largest employers to the summit. Together, they employ over 8 million workers globally, including approximately 6 million frontline workers. The sheer amount of knowledge, experience, and insight they brought to the event was thrilling—and especially notable at our peer consulting session. As one attendee put it, “I feel like I got $50,000 worth of high-quality consulting for free!” 

For those who weren’t in the room that day, read on to see how the summit provided what talent leaders need most and how you, too, can benefit from those same insights and resources. 

Talent leaders are seeking direction.

Walking into the summit, many participants shared that they’re feeling a lack of direction in this work. Their desire to take action was apparent, and their enthusiasm was undeniable—but what was missing was trusted guidance. 

That’s why we were beyond excited to debut our fully refreshed Impact Employer Model (IEM), the definitive resource for employers seeking proven strategies that benefit both employees and the bottom line. It’s grounded in JFF’s 40 years of experience in economic advancement and workforce transformation, including direct collaboration with hundreds of companies across the U.S. education and workforce systems. Summit attendees got the very first look at this invaluable tool.  

The presentation of the Impact Employer Model resonated with talent leaders. They were quick to connect their own challenges and experiences to it, acknowledging the usefulness and clarity of the tool. This resource offers the kind of practical, trusted guidance talent leaders are craving. It’s the holistic talent management toolkit that gives you the market-tuned tools and resources you need to create equitable opportunities for career mobility within your organization—without sacrificing business growth. Explore it for yourself here. 

Talent leaders crave community.

Talent leaders can’t make change in isolation; they need community. The challenges of leading in today’s environment can often spark feelings of isolation, even for those working within large companies. That’s why spaces like the summit are so vital—they provide a forum for ideas as well as a lifeline of support and connection. 

At the summit, this sense of community was palpable. From the moment attendees arrived, it was clear they were eager to be part of something larger than themselves. Their shared experiences and challenges created an instant bond, making it easier to stay motivated and energized. As one participant remarked, “Thank you for creating a room where everyone can feel welcome and a part of this movement.” 

But the power of community goes beyond just feeling good. It’s about leveraging collective wisdom—tapping into invaluable peer expertise, advice, and examples when considering new strategies and making the internal case for Impact Employer practices. At the summit, participants included some of the world’s most influential employers for frontline workers, from Walmart to Accenture to Gap Inc. Many noted that even in large companies, the work of driving social impact can feel lonely. But through the summit’s peer consulting sessions and networking breaks, leaders found a renewed sense of purpose and belonging. They walked away with ideas, actionable insights, and a network of peers to support them in their efforts. 

Ultimately, community reminds us that all of our futures are intertwined. Building a strong, inclusive, and equitable workforce is not only a goal but a shared responsibility—and it’s one we can only achieve together. Relying on each other for support doesn’t just make this work easier—it makes it possible. 

Talent leaders need to take action.

To an overwhelmed and exhausted talent leader, “taking action” can sound like a tough task. It can be tempting to wait for the right time or the perfect conditions, but you can get started no matter where you are.  

At the summit, we closed out the day by filling out Commitment Cards—promises of simple, actionable next steps employers would take when they left the room. Most of the commitments weren’t revolutionary; many involved simply tackling a problem that’s been right under their noses or looking at challenges from a new perspective. 

But in the end, what mattered was that talent leaders committed to just going for it. To focusing on the well-being of their workers, pushing through distractions, and making something happen, no matter how small. This attitude is summed up perfectly by these parting words from an attendee: “I’m leaving…inspired, excited, and ready to act.” 

Our soon-to-be-released Maturity Model, a brand-new component of the IEM, is the perfect resource to help you decide where to start. With it, you can take inventory of your actions to figure out your next move and foster continuous improvement to ensure you’re advancing.