Labor relationships / flexibility / diversity / engagement

"Empowerment is what managers do to people. Engagement is what managers
do with people"

- Henry Mintzberg

4 Employee Engagement Trends Leaders Need to Know

The workplace of today is definitely not that of just a few years ago, and one area that has changed most significantly is employee engagement. Arguably an organization’s success is highly correlated to its ability to retain top talent and maintain high levels of employee engagement throughout the organization so let’s examine four key trends every leader should know.

Building Inclusive

Hiring a diverse workforce doesn’t guarantee that every employee has the same experience or opportunities in the workplace. Inclusion is what is needed to give diversity real impact, and drive towards a world of work where all employees are empowered to thrive. And, whilst diversity and inclusion often go hand in hand, inclusion is fundamentally about individual experience and allowing everyone at work to contribute and feel a part of an organisation.

Managing Diversity
in the Workplace

In the coming years, organizations that understand how to manage diversity in the workplace effectively will hold a distinct advantage when it comes to recruiting and hiring talent. This post outlines how organizations can best approach and manage diversity in the workplace with actionable tips and advice.

The Key to Managing a Flexible Workforce is People

Today’s workforce no longer just wants flexible working opportunities – it expects them. 87% of the UK’s full-time workers either currently work flexibly or would like to do so. With this shift, it is unsurprising that HR teams are focused on overcoming the logistical challenges that come with managing a flexible workforce.

The Future is

There is a significant gap between the supply and demand of workplace flexibility—96% of the workforce needs some form of flexibility, yet only 42% have access to the flexibility they need, and only 19% have access to a range of flexible options. How is the flexibility gap impacting the workforce's health and wellness, performance and productivity, and ability to care for others?

The Future of Skills
Employment in 2030

Roughly seven in ten people are currently in jobs where we simply can not know for certain what will happen. However, our findings about skills suggest that occupation redesign coupled with workforce retraining could promote growth in these occupations. Given the likely drivers of change in future labour markets, which occupations will grow or decline in demand by 2030 and what will their skills profile be?

Litigating Labour Relationships in the Gig Economy

The rapidly expanding gig economy erodes the traditional concept of employment, using unconventional working arrangements such as casual, temporary, freelance, on-demand, or "gig" work, to increase productivity and profit.

While such flexibility may suit some workers, the misclassification of workers as independent contractors, as opposed to employees, allows companies to enjoy the profits that come with being in charge, without the responsibilities required under labour law protections.

Skill Shift: Automation and the Future of the Workforce

Skill shiftshave accompanied the introduction of new technologies in the workplace since at least the Industrial Revolution, but adoption of automation and artificial intelligence (AI) will mark an acceleration over the shifts of even the recent past. Changes in the need for skills will require workers everywhere to deepen their existing skill sets or acquire new ones. Companies, too, will need to rethink how work is organized within their organizations.

The Opportunities of the
Changing Workforce

The manner by which work happens is changing for many people, calling into question our assumptions about how we enable economic mobility and what decent work should look like.

The concept of a stable, formal job with benefits is coming to be replaced by a livelihood based on quasi-formal employment, freelancing and mixed earning strategies.