IDC FutureScape - Top 10 Predictions for the Future of Work OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

IDC FutureScape: Top 10 Predictions for the Future of Work

NEEDHAM, Mass.–(BUSINESS WIRE)–#AIML–The Future of Work predictions from International Data Corporation (IDC) signal an enduring adoption of hybrid work models by a majority of G2000 organizations, supported by broad adoption of automation and artificial intelligence and machine learning (AI/ML) technologies.

To keep pace with accelerating digital transformation initiatives and the realities of global health, climate, and social challenges, organizations must adopt more dynamic and hybrid ways of working. Workers must redefine themselves as members of dynamic and reconfigurable teams that can adapt quickly to business demands and new market requirements – anytime, anywhere, and from any physical location.

Driven by senior executives and executive boards, Future of Work initiatives will be enterprise-wide imperatives. Rapid adoption of more automated, cloud-based, and AI-enabled work practices will improve work productivity and introduce new, more agile ways of working. The insights gained from these digital-first ways of working will enable organizations to respond to the needs of customers and employees, driving improvements in employee retention and customer satisfaction.

“As organizations continue to define and refine work models best suited for their industries, they inevitably will need to calibrate the right deployment of automation, digital and physical workspace, and place technologies,” said Amy Loomis, research director, Future of Work. “Far from being a means to an end, deployment of these technologies is sparking new leadership conversations around empowering workers to be more autonomous and innovative working with IT, across functions and with clients.”

IDC’s Future of Work 2022 top 10 predictions are:

  • Prediction 1: By 2024, 80% of the G2000 will use AI/ML-enabled “digital managers” to hire, fire, and train workers in jobs measured by continuous improvement, but only 1 of 5 will realize value without human engagement.
  • Prediction 2: By 2023, G2000 line of business employees will use tools to automate their own work using codeless development, but 90% of these programs will fail without supporting COE and adoption methodology.
  • Prediction 3: 40% of the G2000 will see a 25% improvement in information usage by 2026 due to investments in intelligent knowledge networks that turn structured/unstructured data into findable and actionable knowledge.
  • Prediction 4: By 2023, digital transformation (DX) and business volatility will drive 70% of G2000 organizations to deploy remote or hybrid-first work models, redefining work processes and engaging diverse talent pools.
  • Prediction 5: 70% of enterprise businesses will have extensively invested in diversity, equality, and inclusion data, tools, and benchmarking by 2024 to define recruitment and human capital strategies.
  • Prediction 6: By 2023, 60% of G2000 businesses will deploy AI- and ML-enabled platforms to support the entire employee life-cycle experience from onboarding through retirement.
  • Prediction 7: DX-related IT skills shortages will affect 90% of organizations by 2025, costing over $6.5 trillion globally through 2025 due to delayed product releases, reduced customer satisfaction, and loss of business.
  • Prediction 8: By 2025, 90% of new commercial constructions/renovations will deploy smart facility technology supporting flexible workplaces and sustainably improving occupant experiences and operational performance.
  • Prediction 9: By 2023, 70% of connected workers in task-based roles will use intelligence embedded in adaptive digital workspaces from anywhere to engage clients/colleagues and drive enterprise productivity.
  • Prediction 10: G1000 firms will use intelligent digital workspaces with augmented visual technologies (hardware/software) in 8:10 regularly scheduled meetings by 2024 to enable high-performance distributed global teams.

These predictions are discussed in greater detail in a new IDC FutureScape report, IDC FutureScape: Worldwide Future of Work 2022 Predictions, (IDC #US47290521), which is available for download at: https://www.idc.com/events/futurescape?tab=latest-research.

The Future of Work predictions were also presented in a webinar hosted by Amy Loomis and featuring IDC Group Vice President Sandra Ng. Details and registration for an on-demand replay of the webinar can be found at: https://goto.webcasts.com/starthere.jsp?ei=1488683&tp_key=e6617ef757.

Finally, IDC has published a blog which further explores the implications of this year’s Future of Connectedness predictions. The blog can be found at: https://blogs.idc.com/2021/11/18/idc-futurescape-worldwide-future-of-work-2022-predictions/.

About IDC FutureScape

IDC FutureScape reports are used to shape IT strategy and planning for the enterprise by providing a basic framework for evaluating IT initiatives in terms of their value to business strategy now and in the foreseeable future. IDC’s FutureScapes are comprised of a set of decision imperatives designed to identify a range of pending issues that CIOs and senior technology professionals will confront within the typical 3-year business planning cycle.

To learn more about IDC FutureScape reports for 2022, please visit: https://www.idc.com/events/futurescape.

About IDC’s Future of Work Practice

As organizations accelerate and expand digital transformation initiatives, traditional work models are no longer sufficiently nimble, adaptive, or scalable. IDC’s Future of Work research practice helps organizations recognize the necessity of moving to work models that support an increasingly diverse, distributed, and dynamic workforce securely, effectively, and productively. To learn more about IDC’s Future of Work research practice, please visit https://www.idc.com/promo/future-of-x/work.

About IDC

International Data Corporation (IDC) is the premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets. With more than 1,100 analysts worldwide, IDC offers global, regional, and local expertise on technology, IT benchmarking and sourcing, and industry opportunities and trends in over 110 countries. IDC’s analysis and insight helps IT professionals, business executives, and the investment community to make fact-based technology decisions and to achieve their key business objectives. Founded in 1964, IDC is a wholly owned subsidiary of International Data Group (IDG), the world’s leading tech media, data, and marketing services company. To learn more about IDC, please visit www.idc.com. Follow IDC on Twitter at @IDC and LinkedIn. Subscribe to the IDC Blog for industry news and insights.

Contacts

Michael Shirer

[email protected]
508-935-4200

Working From Home Is the New Must-Have Benefit Employees Are Seeking - Prodoscore Research Confirms OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

Working From Home Is the New Must-Have Benefit Employees Are Seeking, Prodoscore Research Confirms

A Hefty Majority Say Remote Work Makes Them Happier vs. Working in the Office

IRVINE, Calif.–(BUSINESS WIRE)–While business leaders debate the pros and cons of remote work, employees are clear: they want to hold on to their ability to work from home. According to a new third-party survey from Prodoscore, the leader in employee visibility and productivity intelligence software, the overwhelming majority of Americans (82.3%) are happier working remotely vs. working in the office.

But there are challenges. One that looms large for remote workers is the “fear of missing out,” a consequence of not being physically present in the office, where employees can be seen working diligently by upper management. Nearly a third of Americans surveyed (32.7%) said they are experiencing paranoia due to working remotely. Of those that are feeling paranoid:

  • 71.5% said it has impacted their productivity at work
  • 48.8% said they think they’re missing out on important conversations
  • 48.8% said they feel like they’re replaceable
  • 40.1% said it’s due to the inability to understand tone through virtual messaging
  • 19.8% were concerned other employees were talking behind their (virtual) backs

“Survey after survey, ours included, confirms that at the very least employees want a hybrid work option,” said David Powell, President of Prodoscore, “We are faced with massive resignations and retirements. Millions of jobs are not getting filled. It is critical that we rethink how we define our workplaces, so that our employees are not paranoid, are able to be their most productive, and don’t want to quit.”

A Dedicated Home Workspace Makes All the Difference

Managers can foster productivity and a positive WFH experience by ensuring their teams have a designated, well-equipped home workspace.

Prodoscore’s research shows that nearly all remote workers (93%) believe having a dedicated home office makes WFH more enjoyable and boosts productivity. For many employees, this perception comes from firsthand knowledge: almost two-thirds (65.2%) of Americans surveyed who work from home have a designated home office.

Who’s going to bear the cost to equip the home office? Two-thirds of employees (66.4%) expect their employers to provide them with tools for success, whether that’s the necessary technology or the ergonomically correct chair and desk.

  • Expectations vary widely between generations. Those between the ages of 18 and 39 are more likely to expect their employer to outfit their workspace (77.5%), compared with Americans between 55 and 65 and above (48%).

Early in the remote worker phenomenon, there was speculation that employees would move to less expensive locales or even far-flung locations, given the opportunity. But that has not proved to be the case. Our research shows that remote workers are staying put, with only a small percentage (11.8%) moving out of the city where their office is located. Of those who moved, 44.8% reported it was somewhere with a lower cost of living.

The Younger the Children, the More Difficult WFH Becomes

Highlighting the critical need for a dedicated workspace is the reality that more than two-thirds of working parents (69.5%) had their children at home with them. The level of difficulty reported was directly proportional to the age of the respondent’s children.

  • Not surprisingly, the younger the age of the children, the harder WFH is for parents: nearly two-thirds (60%) of parents of children between newborn and 2 years say that having kids at home made it difficult to work remotely.
  • For employees between the ages of 25 and 39, more than half (58.9%) reported WFH with young children was challenging. This cohort had more children under the age of 12 than any other group.
  • Across generations, less than half ( 41% ) said it was difficult having a child at home while working remotely.

“This research demonstrates that while working from home is preferred over commuting to an office daily, it is not without its challenges,” Powell said. “For parents of young children, whether they work at home or on-site, the juggle remains intact. How can upper management help? One easy fix is to ensure that our employees have a well-designed workspace, as well as access to the tools to succeed. We need to make decisions based on the reality that our success as a company is dependent on employees’ happiness and productivity.”

Methodology

In September, Prodoscore and Propeller Insights polled more than 1,000 U.S. adults working full time across demographics about working from home, the importance of dedicated workspaces and some of the challenges they are facing.

About Prodoscore

Prodoscore™ is a company dedicated to empowering teams to be more effective and productive, validated with improved performance and enhanced contributions. By providing visibility into employee activities through a single, easy-to-understand productivity score, a “prodoscore” is calculated to improve workforce productivity and streamline the employee experience. Prodoscore works seamlessly with cloud tools like Google Workspace, Office365, CRM systems, and VoIP calling platforms, allowing it to be quickly implemented and maintained. Learn more at prodoscore.com.

Contacts

Nadine M. Sarraf | CMO, Prodoscore | 213.262.2551 | [email protected]
Alessandra Nagy | VP, Bospar PR | 714.310.4439 | [email protected]

BAI Survey of Financial Services Employees Shows Over a Third Feel the Pandemic Has Had a Negative Impact on Their Mental Health OutBuro lgbtq employess professionals networking online community

BAI Survey of Financial Services Employees Shows Over a Third Feel the Pandemic Has Had a Negative Impact on Their Mental Health

CHICAGO–(BUSINESS WIRE)–Recent research by BAI, a nonprofit independent organization that delivers the financial services industry’s most actionable insights, reveals that while employees’ work/life balance has improved during the pandemic, their mental and physical health and work load have been negatively affected. HR leaders are taking note and looking at ways to preserve the positive impacts of the pandemic work environment, while helping employees work through the personal challenges they are facing.

BAI surveyed more than 250 financial services employees to better understand how the pandemic had affected their personal and professional lives. While the results on work/life balance were positive, the research showed a negative 37% net impact on mental health, a negative 13% net impact on physical health and a negative 22% net impact on workload.

“Increased remote work arrangements with more flexibility in where and when employees work has predictably had a positive impact on work/life balance,” said Karl Dahlgren, managing director at BAI. “However, for the long-term health and engagement of their employees, it is important for financial services leaders to better understand and act on other negative impacts from the pandemic.”

BAI hosted a Fireside Chat Webinar, “The Impact of the Pandemic on Financial Services Leaders,” to walk through the study and discuss how leaders can help employees with things like mental health and workload challenges. Participants included Catherine Garret, Senior Vice President, HR Operations, Technology and Compliance at Comerica Bank, and Dannielle Brown, Head of Employee Experience at M&T Bank. Moderated by Holly Hughes, Chief Marketing Officer at BAI, the discussion included real examples of how the participants are working to help their employees during these transitional times, including extending mental health services, monitoring employee workloads through analytics, and creating manager resources to help employees transition back to the office. The webinar was published November 9 and can be accessed on demand.

About BAI

As a nonprofit, independent organization, BAI has delivered the financial services industry’s most actionable insights for more than 95 years, helping leaders make smart business decisions every day. We provide in-depth, proprietary research to more than 40 of the top US banks, support more than 2,100 financial services organizations with compliance and professional development training, provide trusted, relevant thought leadership through BAI Banking Strategies reports, podcasts and webinars, and offer specialized events and programs. For more information, visit www.bai.org.

Contacts

Kendall Carwile

William Mills Agency

678-781-7224

[email protected]

Employee Mental Health Issues Intensify OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Employee Mental Health Issues Intensify

CHICAGO–(BUSINESS WIRE)–#mentalhealth–Employees’ mental health has become a serious issue in the workplace and employers face growing responsibility to stem the tide. According to a customer poll by ComPsych, the world’s largest provider of behavioral health and well-being services, 87 percent of employers say the mental health of their employees is their biggest well-being concern.

“The mental health issues emerging from this period of prolonged stress need to be addressed now,” said Dr. Richard Chaifetz, Founder, Chairman and CEO of ComPsych. “Pandemic stress is contributing to widespread mental exhaustion, negative health impacts and unhealthy behavior changes. We’re seeing employers continue to expand their efforts with enhanced counseling, manager and employee trainings and a broad-based approach to better support employee needs.”

National Stress Awareness Day, the first Wednesday each November, aims to shine a light on the role stress plays in people’s mental health and the importance of learning how to manage it and cope with it.

Stress, Mental Health and Work

Workplace stress is a silent, and often neglected factor which can impair health and productivity and lead to absenteeism. According to a new ComPsych Tell it Now℠ customer employee poll 60 percent of employees report they feel stressed, anxious and depressed.

The employee impact is significant with direct consequences to business. In fact, the American Psychological Association’s 2021 Work and Wellbeing Survey showed 44 percent of American workers plan to change jobs in the coming year for a multitude of reasons—particularly, stress.

With employers looking to better understand the mindset of their employees and intervene before stress may lead to resignation or poor performance, ComPsych recently held a webinar for its customers entitled -“Managing Staff Through Stressful Times.” Attended by more than 900 HR and benefits leaders, the webinar offered real-world examples and scenarios to help managers identify and address the multitude of issues their employees face each day. For more information visit www.compsych.com.

About ComPsych

ComPsych® Corporation is the world’s largest provider of employee assistance programs (EAP) and is the pioneer and worldwide leader of fully integrated EAP, behavioral health, wellness, work-life, HR, FMLA and absence management services under its GuidanceResources® brand. ComPsych provides services to more than 56,000 organizations covering more than 127 million individuals throughout the U.S. and 190 countries. By creating “Build-to-Suit” programs, ComPsych helps employers attract and retain employees, increase employee productivity and improve overall health and well-being. For more information, visit www.compsych.com and follow us @ComPsych on Twitter and LinkedIn.

Contacts

Jamie Stein

ComPsych Corporation

312-451-7160

[email protected]

Nearly 2-in-5 Hospitality Workers Considering or Have Plans to Leave Their Job in the Next Two Months OutBuro lgbtq professional entreprenuer networking online community gay lesbian queer

Nearly 2-in-5 Hospitality Workers Considering or Have Plans to Leave Their Job in the Next Two Months

Medallia Zingle report finds a quarter of global hospitality employees say their employee experience has suffered since the return to travel.

SAN FRANCISCO–(BUSINESS WIRE)–New research released today by Medallia, Inc., the global leader in customer and employee experience, reveals that 38% of hospitality workers say they’re considering or already have plans to leave their jobs in the next two months. This and other insights are available in the full report, Global Staffing Report: Employee Experience Impacts Hospitality, released today by Medallia Zingle, the leading intelligent messaging provider used by some of the world’s biggest hospitality brands.

For the report, Medallia surveyed more than 1,250 travel and hospitality workers from the United States, United Kingdom, France, Spain & Germany. Findings reveal major challenges affecting the hospitality industry today, including how the return to travel is impacting workers’ job satisfaction, their employee experience, and their relationships with guests.

With hospitality’s historic staffing shortage well-reported, the report’s uncovering that nearly two-fifths of global hospitality workers plan to leave their jobs by the end of the year — and that 59% of organizations are working with less staff now than they did prior to the pandemic — hints at a challenging holiday season ahead for brands across the world. In fact, the study found that while 67% of workers report that their organization is experiencing increased guest activity since the return to travel, nearly half (48%) say their employers’ handling of it has been “Just OK.”

This is worrying news at a crucial juncture in the industry’s reopening, but illustrates the opportunity that exists for brands to better equip their teams to handle the upcoming travel surge, and address the industry’s staffing crisis.

“All industries have been affected by the COVID-19 crisis, but the travel and hospitality sector has experienced a particularly significant impact on its operations,” said Ford Blakely, founder, senior vice president and general manager of Medallia Zingle. “And while it’s concerning that a significant amount of workers are considering or already have plans to leave their jobs before the end of the year, brands have a massive opportunity to adopt technology and communication strategies that allow their employees to do more with less and create a more empowered and engaged workforce that’s enthusiastic about providing their guests with a best-in-class experience.”

Additional highlights from the report include:

  • US’ Struggles Higher Than Global Average: 68% of U.S. hospitality workers say their organization is working with less staff now than they did prior to the pandemic.

    • Top 3 reasons globally: “health and safety concerns,” “lack of job security,” and because “workers obtained new jobs during the shutdown.”
  • Little Payoff for Employees: 61% of hospitality workers across the globe say their roles are harder and less rewarding since the onset of the pandemic.
  • Employee Experience Takes a Hit: A quarter (24%) of employees say that their employee experience has gotten worse and that they feel less engaged.

    • Additionally, 27% say that the customer experience they are providing has also gotten worse since the onset of the pandemic.
  • Hiring Woes Persist: More than half (52%) of hospitality employees across the globe say that hiring talent has been an issue for their organization.

    • Top 3 reasons: “not enough qualified applicants,” “lack of resources to offer competitive pay or benefits,” and “lack of flexibility/remote options.”

Medallia Zingle’s full “Global Staffing Report: Employee Experience Impacts Hospitality” report can be downloaded here.

About Medallia

Medallia is the pioneer and market leader in customer, employee, citizen and patient experience. The company’s award-winning SaaS platform, Medallia Experience Cloud, is becoming the experience system of record that makes all other applications customer and employee aware. The platform captures billions of experience signals across interactions including all voice, video, digital, IoT, social media and corporate messaging tools. Medallia uses proprietary artificial intelligence and machine learning technology to automatically reveal predictive insights that drive powerful business actions and outcomes. Medallia customers reduce churn, turn detractors into promoters and buyers, create in-the-moment cross-sell and up-sell opportunities and drive revenue-impacting business decisions, providing clear and potent returns on investment. For more information visit www.medallia.com.

© 2021 Medallia, Inc. All rights reserved. Medallia®, the Medallia logo, and the names and marks associated with Medallia’s products are trademarks of Medallia. All other trademarks are the property of their respective owners.

Contacts

PR Contact:
Eric Stoessel

[email protected]

IR Contact:
Carolyn Bass

[email protected]

Mercer Survey - The Great Resignation or The Great Reckoning OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Mercer Survey: The Great Resignation or The Great Reckoning?

  • Employees have left their employers at record rates this year. Looking ahead, new survey findings indicate that this will continue for certain segments of the workforce and become more stable for others.
  • Pandemic caused frontline, low-wage, minority and lower-level employees to consider leaving their employers at rates significantly higher than historical norms, according to new Mercer survey.

NEW YORK–(BUSINESS WIRE)–The pandemic has highlighted a stark divide in how different demographics experience work, according to Mercer’s 2021 Inside Employees’ Minds study that surveyed over 2,000 US-based employees on what has been termed “The Great Resignation.” The findings showed that attraction and retention challenges are likely to continue in certain segments of the workforce, where there is a disconnect between what employees want and what employers are offering. While the “Great Resignation” implies a mass exodus of workers across demographics, a “Great Reckoning” signifies that only particular groups of workers – those who feel their employers are not meeting their needs – are considering leaving their job.


Only 28% of respondents reported they were considering leaving their current employer, which is consistent with historical patterns – typically about 3 in 10 workers are considering leaving at any given point. However, certain groups are experiencing work much differently than others; frontline, low-wage, minority and lower-level employees are more likely to leave, at rates significantly higher than historical norms (see figure 1).

“In many organizations, frontline and lower-level employees have been underinvested in and not considered a priority. Wages have historically stagnated behind inflation as employers competed to hire these workers at the lowest possible cost. But the pandemic has shown that this same group of workers not only kept business afloat, but were critical in keeping our nation running,” said Melissa Swift, Mercer US Transformation Leader. “Employers now need to think differently about frontline and lower-level workers and deliver a compelling value proposition that addresses their needs.”

A component of this survey was to understand what employees’ top concerns are, both inside and outside of work. The findings show that, among all demographics, concerns over the Delta variant have pushed physical health to the top of the list. Second on the list is work-life balance and workload – employees say burnout is a key reason for them to consider leaving their employer, behind pay and benefits. Mental health is the third top concern amongst all demographics, but it is most pronounced amongst younger workers, women, low wage workers and Black and African American employees.

According to the survey, low wage workers – employees making less than $60k annually – are more worried about covering monthly expenses, physical and mental health, and financial wellness (retirement and debt). Higher wage workers are most worried about their health, work/life balance and personal fulfillment and purpose. In the survey, women were much more likely to be low wage workers than men (61% vs. 39%). These findings demonstrate the divide in the workforce and how employees on the lower-end of the wage spectrum have very different experiences at work and require different support to meet their individual needs.

The survey also found significant differences in the concerns of workers across ethnicity groups – for Black and African American workers in particular. Black workers rated personal safety above all other concerns, well ahead of other minority groups. Concerns over physical safety are in response to both systemic and emboldened racism stemming from events such as the capitol insurgency and racial violence, as well as psychological safety at work as Black workers are more likely to experience micro aggressions or retaliation at work.

Four key considerations to help employers navigate the hyper-competitive labor market

Prioritize hourly, front-line and low-wage workforces. Employers need to focus on how they can enhance the economic stability of their workforce and make frontline/hourly jobs more attractive – perks and other benefits won’t matter if these employees can’t address basic needs. Pay is one priority employers should consider, as well as other benefits that enhance the take home pay of this workforce, such as affordable healthcare and resources to enhance their financial wellness such as retirement savings programs and budgeting tools.

Burnout is a major issue and employees are struggling with mental health. Mercer’s 2021 Health on Demand research found while 59% of US employees say they feel some level of stress, one-quarter report being highly or extremely stressed. Offering a diverse set of wellbeing and mental health benefits will help manage a number of people risks, including employee exhaustion, rising health costs and employee turnover.

Make sure your company is a place where Black employees feel safe, accepted and able to be their authentic selves. Organizations must move beyond attracting diverse talent, to ensuring their systems and structures within the organization enable them to thrive. Examining your data to understand where the experience is falling short is a great place to start. Another powerful action employers can take is to train and equip managers to be strong allies to these employees. Managers who can confidently identify and stand up against workplace inequities and micro-aggressions are in the best position to increase levels of inclusion and safety.

Flexibility remains critical. With work/life balance ranking second as an employee top concern across all demographics, flexibility is a top priority and a necessity for most employees, and employers who fail to embrace this new reality are likely to face continued challenges when it comes to attracting and retaining talent.

“Given the challenges that employees have faced on the front lines of this pandemic over the summer, and through the social unrest that we saw last year – employees are saying, in many cases due to what they are paid in low wage jobs, it’s just not worth it. And they are looking for more from their employer,” added Swift.

About Mercer

Mercer believes in building brighter futures by redefining the world of work, reshaping retirement and investment outcomes, and unlocking real health and well-being. Mercer’s approximately 25,000 employees are based in 43 countries and the firm operates in 130 countries. Mercer is a business of Marsh McLennan (NYSE: MMC), the world’s leading professional services firm in the areas of risk, strategy and people, with 81,000 colleagues and annual revenue of over $19 billion. Through its market-leading businesses including Marsh, Guy Carpenter and Oliver Wyman, Marsh McLennan helps clients navigate an increasingly dynamic and complex environment. For more information, visit mercer.com. Follow Mercer on LinkedIn and Twitter.

Contacts

Micaela McPadden
201-694-9719

[email protected]

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Inclusion 2021 – Chats with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace

Ahead of his speaking participation at the online DEI festival, INCLUSION 2021, we caught up with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace, and Founder & CEO of Brave Trainings on his thoughts on Diversity, Equity, Inclusion, and Belonging in the workplace.

Don’t miss your chance to catch Cornell speaking on an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace.

Discussing Working towards a racially just workforce: One year on from global Black liberation uprisings 2020, Cornell will be joined by Leslie Gray, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla and Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion at WarnerMedia International. Together they will tackle:

  • How have the commitments made by companies to address racial inequalities across the world since June 2020 translated into action? Has adequate progress been made in the short term? 
  • What should companies be aiming for in regards to quotas, and what are the pitfalls when quotas are the only driver for race diversity
  • How can companies create a safe work environment for Black and people of colour – what actions can be implemented?
  • There is also an emotional tax associated with being Black in the workplace – what are companies doing to ensure the wellbeing of their BIPOC employees?
  • Who is getting it right and from where can we draw inspiration?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities, and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

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Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

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Our Partner Charity

autistica

Inclusion 2021 Summit - OutBuro LGBTQ profession entrepreneur networking online community gay lesbian transgender queer bisexual nonbinary

Inclusion 2021 Summit – Equity, Diversity, and Inclusion in the Workplace

Don’t miss your chance to catch an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace. OutBüro is a partner and will be hosting LGBTQ+ Inclusion break-out sessions and available in the main lobby for additional information and engagement.

Discussing Wellbeing in a Post-Pandemic World – Defining Expectations and Reprogramming Routines, Anna Mouchref, Leading Culture & Diversity, Siemens Digital Industries; Praveen Gopalan, Environmental Sustainability & Employee Engagement Programme Manager for BBC Studios and Dr. Shaun Davis, Global Director of Safety, Health, Wellbeing & Sustainability, Royal Mail will cover:

  • What impact has the pandemic had on employee wellbeing over the last year – can this be measured, and if so, how?
  • As many organisations move to a hybrid workforce model, what should be considered and implemented in terms of employee wellbeing?
  • What steps can and should leaders take to role-model behaviours, to promote a culture of wellbeing among their workforce?
  • Why is a more holistic relationship between work and life more beneficial and what has been the impact of the pandemic
  • How can you stay agile and review the approach to wellbeing in response to changing external factors?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
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Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

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Employees value flexibility over salary increases OutBuro - the lgbtq professional entrepreneur online networking community gay lesbian bisexual transgender queer job listings market place gigs

Grant Thornton survey: Employees value flexibility over salary increases — one-third looking for new jobs

  • 40% will look for another job if forced to return to the office full time
  • 56% are looking forward to returning to the office
  • 51% would give up a salary increase for more flexibility in when and where they work
  • 40% do not feel like their voice is heard at work
  • 34% believe their manager is the most stressful part of the day

CHICAGO–(BUSINESS WIRE)–Grant Thornton LLP, a leading professional services firm, has released a survey that helps explain why millions of people have left their jobs in recent months. The firm’s State of Work in America survey engaged more than 1,500 full-time employees of U.S. companies. Through questions about hybrid work, healthcare, culture and benefits, Grant Thornton has shone a light on what employees value — and what companies can do to retain talent.

According to the survey, the trend that experts have dubbed “The Great Resignation” may not end anytime soon: 33% of survey respondents say they are actively looking for a new job.

“There is most definitely a war for talent occurring, with an intensity unseen in recent years,” says Tim Glowa, a principal and leader of Grant Thornton’s employee listening and human capital services offerings. “Our survey finds that workers want flexibility. But ‘flexibility’ does not mean working from home 100% of the time, and physically returning to work does not mean being in the office five days a week.”

Instead, Glowa explains employees want workplaces that are understanding of responsibilities like childcare and eldercare.

“Everyone has a unique set of responsibilities outside of the office,” Glowa adds. “As companies return to the office, it will be more crucial than ever to give people the time they need to take care of what’s important at home.”

Return to work

Among those polled for Grant Thornton’s State of Work in America survey, 56% are looking forward to physically returning to the office. However, it appears the requirement to be in the office full-time is a driving factor that is motivating record resignation. According to the survey, 79% of survey respondents say they want flexibility in when and where they work, while 40% say they will look for another job if forced to return to the office full time.

“The challenge that companies face is creating an engaging experience for all employees, whether they are working in an office or remotely,” says Jennifer Morelli, a principal and leader of Grant Thornton’s Business Change Enablement practice. “Organizations need to make sure they are providing meaningful opportunities and reasons to come into the office. For example, in-person working sessions, an important meeting or a team-building event.”

Ultimately, the State of Work in America survey revealed that flexibility is perhaps one of the most desired attributes in the modern workplace. More than half (51%) of the employees interviewed by Grant Thornton say they would give up a 10%-20% salary increase for more flexibility.

“People value employers that respect their time, their family responsibilities and their work-life balance,” says Glowa. “Employers that put that respect into action are well-positioned to win the ongoing war for talent.”

Retaining talent during “The Great Resignation”

While employers have been pondering their return-to-work strategies, the benefits landscape has changed. Grant Thornton’s State of Work in America survey shows that many employees are satisfied with their benefits, but a large contingent have significant concerns over healthcare. Approximately 30% of survey respondents feel like the amount they pay for healthcare is not transparent, and they are not confident that they have chosen the best medical plan.

Grant Thornton leaders say that addressing those concerns will require both detailed communication and ongoing benefits evaluation. Through a process called ‘employee preference optimization,’ companies can find ways to enhance the benefits people use and value — and save money at the same time. Frequent check-ins and active listening are also vital, as is a concise yet effective internal communications plan that relays key benefits information.

“To better attract and retain employees — especially in a tight labor market — requires thinking like a marketing professional,” Glowa adds. “You need to understand employee pain points, then brainstorm potential solutions and benefits to address them. If you can fix that pain point, you’ve made a big difference in the eyes of employees — ideally, in a way that is difficult for competitors to replicate.”

Those concerns about healthcare also seem to have a direct impact on workplace stress. As this survey reveals, medical issues are one of the most common sources of stress, surpassed only by personal debt. Ability to retire, work-life balance and mental health round out the list of top five sources of stress. However, some of the most common pain points are directly related to workplace culture.

Almost half (45%) of survey respondents say they do not believe their employer understands their needs as an employee, and 40% say they do not feel like their voices are heard at work. Further, 34% indicate interacting with their manager is the most stressful part of the day. This could be due to management style or the sheer fact some managers don’t have the proper training.

Grant Thornton leaders emphasize that there is no one-size-fits-all solution to these issues. Yet, as Glowa puts it, “thinking like a marketing professional” can lead to better value propositions for employees — and ultimately help retention. Companies may need to focus on training stronger managers, optimizing their benefits and total reward packages, or enhancing workplace culture.

But no matter what steps companies take, the State of Work in America survey indicates that the employee experience — and understanding what keeps your people up at night — must take precedence.

“There is a bright spotlight on leadership and how leaders are treating employees,” Glowa concludes. “Leaders need to walk the talk, because employees are watching closely.”

To see additional findings from Grant Thornton’s State of Work in America survey, visit www.grantthornton.com/library/articles/tax/2021/assessing-the-state-of-american-workers. To view a webcast that examines the State of Work in America survey in more detail, visit: www.grantthornton.com/events/tax/2021/10-07-the-state-of-work-in-america.

About Grant Thornton LLP

Founded in Chicago in 1924, Grant Thornton LLP (Grant Thornton) is the U.S. member firm of Grant Thornton International Ltd, one of the world’s leading organizations of independent audit, tax and advisory firms. Grant Thornton, which has revenues of $1.97 billion and operates more than 50 offices, works with a broad range of dynamic publicly and privately held companies, government agencies, financial institutions, and civic and religious organizations.

“Grant Thornton” refers to Grant Thornton LLP, the U.S. member firm of Grant Thornton International Ltd (GTIL). GTIL and the member firms are not a worldwide partnership. Services are delivered by the member firms. GTIL and its member firms are not agents of, and do not obligate, one another and are not liable for one another’s acts or omissions. Please see grantthornton.com for further details.

Contacts

Adam Bond

T +1 312 602 8332

E [email protected]
S twitter.com/grantthorntonus
linkd.in/grantthorntonus

Career Development Is Essential to Improving the Employee Experience OutBuro - the lgbtq professional entrepreneur online networking community gay lesbian bisexual transgender queer job listings

Career Development Is Essential to Improving the “Employee Experience”

Internal certification programs make career development meaningful and measurable

NEW YORK–(BUSINESS WIRE)–#Questionmark–As high numbers of workers look set to change jobs as part of the “great resignation”, employers are upping the ante on staff retention by seeking ways to improve the “employee experience”.

Questionmark, the online assessment provider, is urging managers to put career development at the heart of that employee experience in 2022 — or risk losing staff.

In a bid to retain the best talent, employers have been focusing on making changes to the workplace environment and improving relationships between team members and managers. Yet a new survey of American workers reveals that career development remains the most important retention factor. Nearly two thirds (64 percent) say they would leave their job in 2022, citing a lack of growth, training, and development opportunities.1

Neil McGough, General Manager of Questionmark, said: “A company’s culture plays a pivotal role in employee retention. There is a view that the only way employers can stave off the threat of the ‘great resignation’ is to look with fresh eyes at the ‘employee experience’. Yet workers remain consistent that their number one demand is career development. It is essential that employers re-invest in their teams and find a way to increase a sense of career development across their organizations.”

Career development works best when it is meaningful and measurable. By issuing internal certificates and digital badges, underpinned by robust assessment or skills development, employers can help team members mark and recognize their progress.

www.questionmark.com

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 https://www.inc.com/rebecca-deczynski/employee-training-upskilling-retention-survey.html

Contacts

US: Kristin Bernor, external relations: [email protected] +1 203.349.6438

UK: Peter Sigrist: [email protected] +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: [email protected] +61 2 8073 0527

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