# Why Employee Experience and DEI Are Key in Talent Strategy
## The Ongoing Battle for Top Talent
In today’s competitive job market, the “battle for talent” remains the top priority for HR leaders across industries. Keysa Minnifield, vice president of HR for Eurest and ESFM (divisions of Compass Group USA), understands this challenge all too well. With Compass Group employing approximately 300,000 people worldwide, creating effective talent strategies is essential to their continued success.
The diversity of positions within Compass—from catering and dining services at Eurest to operations and janitorial services at ESFM—creates unique recruitment challenges. Serving more than half of the Fortune 100 companies, Compass recognizes that a diverse workforce isn’t just beneficial—it’s necessary.
“We’re not in a cookie-cutter industry, so we’re not going to have cookie-cutter associates,” explains Minnifield. This philosophy drives their individualized approach to employee experience and forms the foundation of their talent strategy.
## Key Talent Challenges in Today’s Market
When asked about her HR function’s most pressing challenges, Minnifield identifies two critical areas:
1. **Finding great talent**
2. **Retaining that talent once hired**
“It’s one of those areas where we are spending a tremendous amount of our time ensuring that we are sourcing in the right places,” Minnifield says. Beyond just recruitment, she emphasizes the importance of effective onboarding to create “stickiness” that encourages new hires to stay with the organization long-term.
In an environment where employee turnover continues to challenge businesses across sectors, this focus on both attraction and retention represents a holistic approach to talent management.
## Embracing DEI as a Competitive Advantage
While many organizations have scaled back their diversity, equity, and inclusion (DEI) initiatives, Compass Group has doubled down on their commitment. A recent partnership with Best Buddies—an organization supporting people with intellectual and developmental disabilities—demonstrates this dedication.
Minnifield views this partnership as more than just corporate social responsibility: “We see this as an opportunity for us to continue to invest in the DEI space, particularly from the perspective of inclusion. Being able to tailor job experiences and opportunities to that particular audience will bring great value to those individuals as well as to Compass as a broader organization.”
This approach offers several strategic advantages:
– Access to untapped talent pools
– Enhanced workplace diversity
– Stronger connections to the communities they serve
– Improved inclusive workplace culture
“Working in the DEI space continues to be a big focus for us. We want to mirror the communities in which we live, work and serve,” she adds.
## Standing Firm on DEI Despite Industry Trends
When questioned about other companies rolling back DEI commitments, Minnifield acknowledges the changing landscape while reaffirming Compass’s position: “It’s hard to say in the current climate. I think companies are looking at what they feel like will work best for them and their customer base.”
However, she is clear about Compass’s direction: “For Compass—Eurest and ESFM, in particular—this focus on DEI is critical to our success. So, we will continue that focus to make sure that we find the best and the brightest talent and that we are engaging in activities that will create that great employee experience.”
This unwavering commitment demonstrates how Compass views DEI not as a temporary initiative but as a fundamental business strategy that drives talent acquisition and retention.
## Creating Personalized Employee Experiences
Recognizing that one-size-fits-all approaches don’t work in today’s diverse workforce, Compass has dedicated resources specifically to enhancing the employee experience.
“We actually have a team that’s dedicated to the employee experience,” Minnifield explains. This team manages a comprehensive onboarding process that combines virtual and in-person elements to create a smooth transition for new hires.
Their approach includes:
– **Curated employee experiences** tailored to individual needs
– **Intentional onboarding** processes starting from day one
– **Personalized development** opportunities
“Everybody is different and people bring different things to the table, so we want to tailor the experience for the individual so they can bring their whole self to work and bring all of their experience and knowledge to bear to get the job done,” says Minnifield.
## Leadership Lessons: The Personal Touch
When discussing her leadership influences, Minnifield credits her parents for shaping her approach to HR leadership. Despite not having extensive formal education, they instilled values that continue to guide her professional life:
– Strong work ethic
– Transparency and honesty
– Personal accountability
“My parents were very open and honest people, very transparent,” she reflects. “Everything I need to know, I learned from my parents, in one shape or another.”
This personal foundation informs how she approaches talent management—with authenticity, directness, and a focus on fundamental human values that transcend workplace trends.
## Key Takeaways for Talent Strategy Success
Looking at Compass Group’s approach under Minnifield’s leadership, several important lessons emerge for organizations seeking to strengthen their talent strategies:
1. **Prioritize both recruitment and retention** as equal parts of your talent strategy
2. **Maintain DEI commitments** even as market trends fluctuate
3. **Personalize the employee experience** from day one
4. **Create dedicated resources** for employee experience management
5. **Connect talent strategies** to the communities you serve
By embracing these principles, organizations can build more resilient and effective approaches to finding and keeping the talent they need to thrive in today’s challenging labor market.
# Why Employee Experience and DEI Are Key in Talent Strategy
## The Ongoing Battle for Top Talent
In today’s competitive job market, the “battle for talent” remains the top priority for HR leaders across industries. Keysa Minnifield, vice president of HR for Eurest and ESFM (divisions of Compass Group USA), understands this challenge all too well. With Compass Group employing approximately 300,000 people worldwide, creating effective talent strategies is essential to their continued success.
The diversity of positions within Compass—from catering and dining services at Eurest to operations and janitorial services at ESFM—creates unique recruitment challenges. Serving more than half of the Fortune 100 companies, Compass recognizes that a diverse workforce isn’t just beneficial—it’s necessary.
“We’re not in a cookie-cutter industry, so we’re not going to have cookie-cutter associates,” explains Minnifield. This philosophy drives their individualized approach to employee experience and forms the foundation of their talent strategy.
## Key Talent Challenges in Today’s Market
When asked about her HR function’s most pressing challenges, Minnifield identifies two critical areas:
1. **Finding great talent**
2. **Retaining that talent once hired**
“It’s one of those areas where we are spending a tremendous amount of our time ensuring that we are sourcing in the right places,” Minnifield says. Beyond just recruitment, she emphasizes the importance of effective onboarding to create “stickiness” that encourages new hires to stay with the organization long-term.
In an environment where employee turnover continues to challenge businesses across sectors, this focus on both attraction and retention represents a holistic approach to talent management.
## Embracing DEI as a Competitive Advantage
While many organizations have scaled back their diversity, equity, and inclusion (DEI) initiatives, Compass Group has doubled down on their commitment. A recent partnership with Best Buddies—an organization supporting people with intellectual and developmental disabilities—demonstrates this dedication.
Minnifield views this partnership as more than just corporate social responsibility: “We see this as an opportunity for us to continue to invest in the DEI space, particularly from the perspective of inclusion. Being able to tailor job experiences and opportunities to that particular audience will bring great value to those individuals as well as to Compass as a broader organization.”
This approach offers several strategic advantages:
– Access to untapped talent pools
– Enhanced workplace diversity
– Stronger connections to the communities they serve
– Improved inclusive workplace culture
“Working in the DEI space continues to be a big focus for us. We want to mirror the communities in which we live, work and serve,” she adds.
## Standing Firm on DEI Despite Industry Trends
When questioned about other companies rolling back DEI commitments, Minnifield acknowledges the changing landscape while reaffirming Compass’s position: “It’s hard to say in the current climate. I think companies are looking at what they feel like will work best for them and their customer base.”
However, she is clear about Compass’s direction: “For Compass—Eurest and ESFM, in particular—this focus on DEI is critical to our success. So, we will continue that focus to make sure that we find the best and the brightest talent and that we are engaging in activities that will create that great employee experience.”
This unwavering commitment demonstrates how Compass views DEI not as a temporary initiative but as a fundamental business strategy that drives talent acquisition and retention.
## Creating Personalized Employee Experiences
Recognizing that one-size-fits-all approaches don’t work in today’s diverse workforce, Compass has dedicated resources specifically to enhancing the employee experience.
“We actually have a team that’s dedicated to the employee experience,” Minnifield explains. This team manages a comprehensive onboarding process that combines virtual and in-person elements to create a smooth transition for new hires.
Their approach includes:
– **Curated employee experiences** tailored to individual needs
– **Intentional onboarding** processes starting from day one
– **Personalized development** opportunities
“Everybody is different and people bring different things to the table, so we want to tailor the experience for the individual so they can bring their whole self to work and bring all of their experience and knowledge to bear to get the job done,” says Minnifield.
## Leadership Lessons: The Personal Touch
When discussing her leadership influences, Minnifield credits her parents for shaping her approach to HR leadership. Despite not having extensive formal education, they instilled values that continue to guide her professional life:
– Strong work ethic
– Transparency and honesty
– Personal accountability
“My parents were very open and honest people, very transparent,” she reflects. “Everything I need to know, I learned from my parents, in one shape or another.”
This personal foundation informs how she approaches talent management—with authenticity, directness, and a focus on fundamental human values that transcend workplace trends.
## Key Takeaways for Talent Strategy Success
Looking at Compass Group’s approach under Minnifield’s leadership, several important lessons emerge for organizations seeking to strengthen their talent strategies:
1. **Prioritize both recruitment and retention** as equal parts of your talent strategy
2. **Maintain DEI commitments** even as market trends fluctuate
3. **Personalize the employee experience** from day one
4. **Create dedicated resources** for employee experience management
5. **Connect talent strategies** to the communities you serve
By embracing these principles, organizations can build more resilient and effective approaches to finding and keeping the talent they need to thrive in today’s challenging labor market.