ABSTRACT
Academic research conducted on talent practices has focused on the private sector, likely due to the more immediate correlation between high-performance talent systems and the bottom line. The organizational capabilities that enable an institution to reach its goals and define its identity are linked to institutional success. The climate and culture of the institution and the division/department play an integral role in the retention of diverse talent. The organizational commitment or affective attachment of the employee also mediates the relation of race and diversity climate to workplace goals and impacts the choice to remain with an institution. Maintaining market competitiveness and internal inequity represent substantial challenges for universities and colleges in an era of shrinking resources and with the downturn in state-funded appropriations for public institutions. A systematic, comparative analysis of compensation levels based on race/ethnicity and gender coupled with rank, longevity, and related factors will help identify internal disparities.
