Wells Fargo's Talent Inclusion Program

Challenges

Worker Issues

Location

Nationwide

Stakeholders

Businesses

Beneficiaries

Children, Parents

Overview

A program for employees returning to the workforce, providing a ten-week program for employees to become equipped with the necessary support to restart their career and become full-time employees following completion.

Key Impact Metrics

400+
people have been globally supported since the launch in 2020
2-week
conversion timeline for people to be promoted into a full-time role

Problem

Childcare shortages in rural and suburban communities often stem from a lack of facilities and qualified providers. And in Montana and Colorado, only a fraction of the childcare needs were being met in 2016. The founders of MyVillage recognized that many talented caregivers—such as stay-at-home parents and educators—wanted to offer childcare but lacked the support to build sustainable businesses. Family childcare was highly fragmented, leaving providers to navigate training, licensing, supplies, and curriculum alone. As a result, many burned out, operated without licenses, or exited the field altogether. The core challenge was scaling home-based childcare while ensuring high standards and financial viability for providers.

Solution

The Wells Fargo Glide program is a “returnship” designed to bring highly competitive talent back into the company after a 2-year or more break. During a structured ten-week program, Glide participants are given the resources to accelerate their careers and achieve a full-time position at Wells Fargo if they complete the program and meet performance expectations. 80% of the program is role-specific work directly aligned with the role an applicant was selected for, and 20% is led by the project manager as part of a cohort curriculum experience, including skills refresh, training, engagement with graduates, and networking opportunities. Program participants will also be partnered with a Glide program graduate as an additional support resource.

Results

Beneficiary ImpactStrengthens loyalty and retention
Employee Impact400 employees have been supported in India and the United States, with 87% from underrepresented groups
Financial ResultsReduces recruitment costs

Replication Tips

Start by defining clear program objectives aligned with company's talent strategy.
Structure multi-rotation assignments across key business units.
Develop leeway and flexibility policies for mothers and workers who may still encounter issues related to their initial break in work.
Assign dedicated mentors and provide regular coaching.
Set measurable performance metrics for each rotation.
Collect feedback and data for continuous improvement.
Build cohort activities and peer networks for the unity.