Question 5 (AC2.1) 7C002 succession planning are elitist in character and inappropriate for use by organisations committed to equality, diversity and inclusion
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Question 5 (AC2.1)- Extent established approaches to succession planning are elitist in character and inappropriate for use by organisations committed to equality, diversity and inclusion (Word Count: 1,009 Words)
Succession planning is a strategy adopted to identify and grow talents for the purpose of filling leadership and business-critical positions in the future. These prioritise on individual senior or key positions or adopting generic strategy to target a pool of positions where same skills are required or essential in times of emergencies. According to CIPD (2022) succession planning stands as a vital method for institutionally identifying and developing new leaders for vital organisational positions. Multiple existing leadership approaches have received criticism because they primarily select personnel who conform to established leadership stereotypes. Organisations which dedicate themselves to EDI must address the implications that stem from traditional succession planning structures. This paper maintains that traditional succession planning does demonstrate elitist tendencies together with exclusionary practises yet retains fundamental redeemability. Modern socially responsible organisations require the essential process reform that introduces inclusivity alongside transparency and fairness because such reform is not just possible but essential for such organisations.
Traditionally succession planning programmes heavily depended on variable judgments together with unstructured mentorship and execution of programmes centred around candidates who demonstrated potential while fitting leadership profile. Homosocial reproduction becomes a reality when those in positions of power select individuals who match their own qualifications not only through education but also personal backgrounds and belief systems. McKinsey & Company (2023) presented evidence showing that FTSE 100 UK companies employed white male CEOs…………
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