The cloud computing platform Anaplan has experienced dramatic growth — and, with it, an impending talent crunch. The company, which helps connect data across organizations in order to optimize financial forecasting and operational planning, is facing a rapid increase in demand for its technology, which is used by some of the world’s largest companies. While this is good news for their business, it’s also an urgent challenge as they continue to build the pipeline of talent to meet client demand.
Anaplan’s software and approach is powered by Anaplan Model Builders, certified professionals who can implement models that connect real-time data and spreadsheets with people across massive, complex organizations. It’s a skillset that takes time and learning to develop — and as demand for Anaplan’s services continues to increase, so does the need for new ways to find, train and support a growing workforce.
But solving a talent gap isn’t the only motivating factor in Anaplan’s decision-making. The company is also actively working to address the tech industry’s persistent equity gaps, particularly when it comes to race and gender. The challenge is well-documented: white and male candidates continue to snag tech roles far more than their equally qualified peers. And the myth of the “pipeline problem” has long been debunked, as well: research suggests that Black and Latinx college students earn degrees in computer science at twice the rate than they are actually hired by top tech companies.
To address their looming talent shortage and build a more inclusive talent pipeline, Anaplan is taking a unique approach: launching a dedicated learning and development program specifically designed to help professionals from underrepresented backgrounds access careers with Anaplan and its broader community of partners. What does such a program look like in practice — and what can other businesses learn from Anaplan’s method?
Known as “Anaplan for All,” the initiative provides virtual learning experiences to candidates across the country. The program, led by Correlation One, offers 10 weeks of an instructor-led learning program, mentorship and connections to employers. The program is completely free for fellows, and it’s designed to not just train Anaplan model builders, but also to open doors to the entire ecosystem of careers that a data-focused skillset can help job candidates access.
The results of Anaplan’s initial pilot program speak for themselves: 45 Anaplan for All fellows graduated and are now certified Anaplan model builders, and the majority of them have already earned jobs within the Anaplan ecosystem. Many fellows earned multiple six-figure job offers from leading employers like EY, Deloitte and Accenture, not to mention Anaplan itself. Anaplan is planning to launch their second program this September.
The success of Anaplan for All presents clear lessons – and opportunities – for other business leaders looking to tackle the twin challenges of data literacy and workforce equity. By opening up L&D opportunities to an often-overlooked sector of the workforce, Anaplan has laid the foundation for a stronger and more inclusive pipeline of talent as demand for its services continues to increase.
The online nature of the learning allows access from anywhere, but the synchronous and community-based aspect — coupled with the mentorship and employer connections — ensures that learners have support and guidance to navigate a career pathway even after they finish the program. It’s a method that has profound potential to help more HR and talent leaders both address persistent talent gaps and open new doors to opportunity.
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August 23, 2021 at 06:02PM
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A tech company's novel approach to closing talent and equity gaps - Chief Learning Officer
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