This resource describes how to use TPM to build better partnerships that result in improved outcomes for opportunity populations, defined as those who experience barriers to employment. It is part of a set of resources that, when combined with the Introduction, make up the TPM Resource Guide: Connecting Opportunity Populations to Better Career Pathways.
This document (1) provides an orientation to TPM as a framework for organizing employers and their talent supply chain partnerships in order to unlock a dual bottom line; (2) explains how TPM can be used to improve communication and promote shared understanding between employers and opportunity population-serving organizations (OPSOs)—that is, those that serve people who experience barriers to employment; and (3) describes how TPM can be leveraged by employers and OPSOs to modify their processes in ways that make their partnerships more successful, shift employer perspectives and behavior, and ultimately create a more inclusive workforce. TPM delivers better diversity, equity, and inclusion (DEI) outcomes, creating shared value for opportunity population talent, OPSOs and their associated practitioners, as well as employers.
The value-add of increasing workforce diversity means that more companies are identifying this area as a critical pain point that requires attention and committed resources. Addressing this issue effectively and creating more equitable workplace environments are not easy tasks, and many existing employer practices will require modifications. OPSOs are natural partners for employers that wish to act on these priorities.
