​​With employee attrition at an all-time high, employers are struggling to find out what workers want.  The answer, for many, is greater meaning, purpose, and fulfillment in their careers. It’s a widespread phenomenon we’re calling the Great Reawakening.One way that companies can meet this challenge head-on is by providing a line of sight to a career that allows employees to learn, grow, and have a positive impact. Call it upskilling, training or career pathing, companies that meet these needs will not only drive productivity and retention of their current talent, but help to attract the best talent in the market.   Stop Just Throwing Money at Today’s WorkerMany hiring managers make the mistake of thinking that it’s all about money. Americans now have  trillions more in savings than they did before the pandemic, so they may be less concerned with salary.  And throwing money at an enhanced talent search is bound to be equally fruitless—the candidate that matches your pre-pandemic job description may not exist in a post-pandemic world.   Instead, consider what makes today’s worker feel energized and engaged. In a Gallup report, 87% of millennials said that opportunities for growth and development were very important considerations for job satisfaction. 67% of other age groups felt the same.  If current and potential employees see a clear career path to learn, grow, and be connected to impactful and meaningful work, they will feel motivated and far more likely to stay. This necessitates alignment between individuals’ career goals and an employer’s approach to creating career growth opportunities.    5 things you can do to boost employee career growth Here are some ideas to help you build a career development strategy that will attract and retain talent. These ideas go hand-in-hand with enhanced onboarding and improved recruiting.Broaden your definition of career growth:Ensure that your organization has a broad definition of career growth beyond just promotions. Think of ways workers can grow in role, grow in function, redeploy across functions, even grow outside. Today, careers are much more of a lattice than a ladder. And it is important to even consider development outside of the organization, like the benefits that can come from volunteering in the community on boards or committees.Empower employees to own their career:When employees take ownership of their career, they feel a sense of purpose and belonging. Encourage them to explore their strengths and values and how they align these to the organization. Ensuring employees have mechanisms for getting feedback like 360 tools and career assessments can help. It is also important to teach employees how to network across the organization. Train leaders as career coaches:All managers should be expected to act as career coaches, using powerful questions to help employees explore their connection to their work. Questions such as, “What gets you excited at work?” “What is your dream job?” “How can I support you in making progress toward it?” Through coaching, managers can help employees uncover deeper meaning and purpose as well as grow for the future. These coaching conversations will also make employees feel heard and valued.  If managers are reluctant to adopt this role or are still learning how to coach, enlist certified career coaches. Enlist technology that enables career mobility:HR competency software such as RightMAP™ allows you to map out the competencies needed by the organization in the future, benchmark your workforce against these competencies, and align employees with the roles that best match their skillsets. These tools use AI to support career pathing for individuals, which can be especially helpful in large complex organizations where opportunities may be hard to identify.  Accelerate careers of underrepresented groups:Business Resource Groups (BRGs) are one way to foster inclusiveness and enhance professional growth, but they may not be enough on their own. Consider establishing a mentorship program within the BRG or through another formal program or informal network. It is also important to provide mentors with the support they need to understand their role and the specific ways they can support their mentees. Those companies will successfully navigate the Great Reawakening and cross the finish line as winners in the greatest talent contest in history. 

​More than ever before, the year 2020 has solidified the important role Human Resources plays in growing today’s organizations. The global pandemic and social movements highlighting inequities helped companies refocus on what’s most important to employees: health, upskilling and transparency. Those looking to have the right talent today, and for the future, are beginning to implement these themes into their talent sustainability strategy, and HR is in the lead.​The majority of executives (71%) strongly agree that HR plays a vital role in establishing the right culture, and 7 in 10 HR professionals have a strategy in place to design an employee experience that mirrors the customer experience. [1] This signifies the emergence of a new employer/employee relationship—one where the employer assumes a greater responsibility for employee health and wellbeing and sees employees as consumers within the organization. Companies also now have vast amounts of workforce data—from email and computer usage to AI performance analysis. Workers are increasingly comfortable with being monitored, but they expect employers to be transparent and communicative with them to create a sense of trust.  ​Here are several examples of how HR leaders around the world are capitalizing on these new themes in talent sustainability to position their organizations for growth in 2021 and beyond.  ​Theme #1: HealthJust as they created new procedures around social distancing and temperature checks to keep employees healthy and safe, HR pros are now prioritizing employees’ emotional wellbeing to lessen feelings of isolation, anxiety and stress. This isn’t just to retain existing employees but also to recruit the right talent, as energized employees are 6X more likely to work for companies that focus on health and wellbeing. [2] Companies have turned to HR to implement Centers for Disease Control and Prevention (CDC) safety protocols to protect workers, including limiting gatherings, separating workstations, contract tracing, scheduling more workspace cleanings, and encouraging the use of face masks, just to name a few. [3] These efforts must continue to not only minimize transmission of the coronavirus among staff, but also to foster employee trust and peace of mind that the workplace is a safe place. ​On-demand, professional coaching sessions also are moving the needle in supporting employee health and wellbeing. Global accounting firm PwC recently started to provide access to professional coaches who are available to discuss anything that may be causing employees stress. [3] These kind of sessions provide an invaluable opportunity to listen, learn and understand what workers want and how to support their needs, opening the door to a more resilient workforce. ​Theme #2: Upskilling/reskilling As 65% of the jobs Gen Z will perform don’t even exist yet, [4] it should come as no surprise that today’s businesses are racing to reskill employees. The need to train and develop new skills to grow the talent pipeline has only intensified as companies were forced to pivot, some multiple times, throughout the COVID-19 pandemic and the tidal wave of digital transformation that came with it. ​Walmart is a great example of this, having evolved its in-house upskilling program over the years. The Walmart Academy was created in February 2016 to provide needed training to 8,000 new managers, then to the whole workforce—2.2 million employees. Today, the retail giant has 201 academies inside Walmart Supercenters and modular classrooms in store parking lots. In 2019, the training integrated with virtual reality (VR) and saw retention increase 10%. The company also says its upskilling effort resulted in the promotion of 215,000 employees in just one year. [5]​“Whether it be soft skills or technical skills, upskilling and reskilling is tied to employees’ desire to continuously learn,” says Marceline Beijer, vice president of Talent Solutions at ManpowerGroup. “Teaching employees new, relevant skills can provide peace of mind and even happiness, knowing their skillsets won’t become obsolete. It truly can put not only your employees but your entire company in a position of power in 2021 and for years to come.” ​Theme #3: Data transparency Workers in 2021 are calling for more transparency from their employers about their wellbeing and productivity on an individual level as well as around environmental and social issues on an organization level.  To build employee trust and prevent turnover, HR teams must be prepared to answer new questions from employees about data ownership. For example, HR is now responsible for gathering health data to prevent the COVID-19 spread. As new HR technology continues to be introduced to monitor and improve employee performance, HR professionals are tasked with being the gatekeepers of this data as well. An empathetic and ethical approach is crucial here. ​Empathetic leadership will also be needed as employees, customers and communities demand organizations to act as global citizens and environmental stewards. Diversity and inclusion are key to preparing for the future of work.  ​“This is one area HR leaders themselves should focus on upskilling,” says Beijer. “We are seeing a remarkable rise in ESG [environmental, social and corporate governance], and as the voice of employees, HR needs to have a seat at that table.” Employees will remember how their employers empathized with them throughout the pandemic. As we move into 2021, organizations that focus on trust and transparency, wellbeing and upskilling will be ahead of the curve in keeping existing employees happy, and attracting new talent post-pandemic. For more insights on these and other trends in talent sustainability, tune into The Transform Talent Podcast.​References[1]https://home.kpmg/xx/en/home/insights/2019/11/the-future-of-human-resources-2020.html[2]https://www.mercer.com/our-thinking/career/global-talent-hr-trends.html[3]https://www.mckinsey.com/industries/pharmaceuticals-and-medical-products/our-insights/how-us-companies-are-planning-for-a-safe-return-to-the-workplace#[4]ManpowerGroup Skills Revolution Study, 2018[5]https://www.shrm.org/hr-today/news/hr-magazine/summer2020/pages/upskilling-benefits-companies-and-employees.aspx

​​Differentiating and diversifying workforce strategies to access the right combination of skills, workforce mix, and labor markets has never been more important and challenging. The previous article, Total Workforce Index Addresses Organizational Challenges Most Impacted by Lack of Growth Talent, examines the business challenges most impact by growth talent and how to leverage market intelligence tools like the Total Workforce Index (TWI) to stay competitive.This article takes a look at three key opportunities uncovered in the latest 2021 TWI analysis and how organizations should respond. Whether an organization’s strategy shapes retention and development of existing talent or plots optimal pathways to new sources of talent, data from the Total Workforce Index can de-risk workforces across more than 200 key factors that relate to the Workforce Supply, Cost Efficiency, Regulation and Productivity in 75 markets around the world.Analysis of the TWI categories reveals three types of labor markets, each with strengths and weaknesses.Mature markets: These 20 markets are home to the largest contingents of growth talent (average 40% skilled workers) and have infrastructures to support upskilling and reskilling; exposed to wage inflation.   Incubator markets: There are 16 high-potential markets for Digital Services, Advanced Manufacturing and Clean Energy technologies and they  provide an opportunity to balance skilled labor with cost competitiveness.   Emerging markets: These are 31 markets with a rising Gen Z/millennial workforce (50% or greater share of total labor pool) but a shortage of skilled talent due to low rates of tertiary education and they require long-term investments.   TWI data and insights reveal three key opportunities amidst today's labor market realities, which are impacted differently by market type.  Opportunity #1: Elevate Learning as a Core Benefit in all Labor Markets  RecentManpowerGroup research shows workers want learning and reskilling opportunities—meaning companies looking to hire or retain workers should make learning part of their benefits package. The ability to secure talent needed for growth, especially in Emerging markets, is likely to depend increasingly on compensation strategies and skills development offerings.​For employers willing to step into the role of educator in Emerging markets, the long-term payoff could surpass Mature markets. If it takes money to make money, investing in your talent could be the greatest investment an organization can make.    Emerging markets have half the number (20%) of highly skilled workers as  Mature markets (40%) with only 19% of workers aged 25+ having a tertiary education as compared to 39% in Mature markets.​ Opportunity #2: Segment Incubator Markets to Hedge Wage Inflation in Mature Markets  Incubator markets hold the potential to supply highly skilled growth talent to specific fast-growing industries at cost-competitive rates while contributing to longer-term talent sustainability.Opportunities have been identified in three industries: Digital Services, Advanced Manufacturing and Clean Energy. R&D inflows for Incubator countries suggest governments are co-investing to build growth capabilities in these sectors. At the same time, the generational mix indicates a long-term payoff for companies choosing to invest in Incubator markets.Advanced Manufacturing Incubator Markets have a young (39% Gen Z/millennials), highly skilled workforce (33%) with an average monthly wage nearly half ($2,314) that of Mature markets.Targeted investments in Incubator markets will meet the defining talent challenges of the post-pandemic age – namely, accessing industry-specific growth talent in high-potential markets at competitive rates. These are possible medium-term investments that have the potential to bring access to new markets and skills that can boost growth in existing markets.    Opportunity #3: Integrate Contingent Labor as an Essential Strategic Sourcing Channel  Contingent labor is now an essential sourcing option for companies looking to diversify their skills mix and power their digital shift with growth talent.Demand for contingent work has increased by 9% in the past year [1], continuing a trend visible in TWI data since 2013. Within that, highly skilled contingent work is especially being utilized in Mature markets.    In Mature markets, 40% of contingent work is among highly skilled.In fact, rather than undermining permanent work (as previously feared), contingent labor now augments permanent work and offers access to highly skilled workers who are increasingly  moving to contingent work in their search for increased flexibility and autonomy post-pandemic.   How to Seize the OpportunitiesMarket intelligence tools such as the Total Workforce Index (TWI) have become a go-to intelligence source that has proven to be a difference-maker in a company’s ability to execute growth strategies.Organizations can also conduct customized analyses with the weightings for data adjusted to factors that drive growth uniquely within a specific industry and market(s). The opportunities for customization are extensive. Download the 2021 summary report or visit the TWI website to explore the data and rankings. Reach out to the Talent Solutions Consulting team to learn more about customizing the TWI for your organization.​References[1]  Gartner Talent Neuron May 2021

​Remote work, virtual collaboration and other ways to continue the “new normal” of business while social distancing will continue for the foreseeable future. Some organizations will be transformed entirely as they see how Work from Home and Work from Anywhere policies will become the norm for not just safety, but also providing the flexibility and productivity that employees want from a career. ​In this new environment, businesses will need to help their workforce learn and grow with the soft skills needed to excel. This benefits both employers and employees, with 79% of employees who are offered free training like their jobs versus only 61% who are not offered training. Many of the methods that develop employees in the physical workplace can be adapted to remote work. Here are ways to help employees build soft skills in our new normal. ​Cultivate Learnability In unpredictable times, we can at least be certain that workers will need to continue to learn new skills and abilities while on the job. In order to meet these new challenges, learnability--the desire and ability to continually learn and grow throughout one's career--is necessary. Cultivating a culture where employees feel like they are constantly learning will not only help motivation, it will also build the soft skills that require constant development.​Make it measurableThe expected average timeframe required to upskill workers varies across countries, and ranges from 83 days for companies located in Switzerland, to 105 days for companies located in France. So measuring progress is key. Measuring a goal can take the form of both inputs and outputs. If the goal is to improve leadership throughout the organization, for example, a manager may set a goal of employees posting in a new company chat system as an input metric. ​Set accountabilityOutput metrics are often associated with performance reviews, which play a part in developing soft skills. But companies can also create output metrics to set accountability. For example, a manager can rate leadership ability before and after a training activity such as joining a committee at work.Another logical question for companies is where training for soft skills will come from, especially with a limited or overextended workforce.  On-demand coaching is one way to provide effective soft skills training in today's environment. For example, RightCoach helps organizations build leadership skills, increase employee engagement and improve retention through on-demand, situational coaching. RightCoach's proven technology platform simplifies participant experience with easy–to-use, on-demand, self-service scheduling.​COVID-19 has created a dramatic landscape where workplaces need to nurture and support employees, and developing their skills is more important than ever.  

​​With 43% of employees saying they won’t return to a 9-5 office schedule, leaders who learn to build a new hybrid environment combining flexibility and structure will meet the challenges of the future.​With COVID-19 vaccinations underway around the world, countries are lifting restrictions and companies are developing roadmaps for what the return to work looks like. As 43% of employees say there is no going back to a traditional 9-5 mode [1], many business leaders are evaluating a new hybrid model that includes both remote and in-office work.Ideally, hybrid work involves the best of both worlds, combining sociability and structure with flexibility and autonomy. Kissflow, a provider of digital workplace services with offices in the U.S. and India, held organization-wide feedback sessions which led to a hybrid model consisting of three weeks of working from anywhere and one week of office-based work.[2] The UK offices of accounting firm PricewaterhouseCoopers took a slightly different approach with its 22,000 staffers, splitting the week between their home and office with the expectation that employees spend 40-60% of their time with colleagues.[3]Time will tell whether these trial configurations will be successful. But leaders are fully aware that they need to work harder than ever to ensure that expectations are clear and opportunities for collaboration and community building are abundant.Here are four steps your organization can take to develop a playbook for remote work success.Identify roles suitable for remote workAs the pandemic continues, one thing is clear: most employees value the flexibility, productivity and work-life balance they’ve experienced with remote work– and don’t want to lose it. But not every role is a good fit for work-from-home. For example, many workers in healthcare and educational organizations as well as those within the retail and hospitality industries need to be present onsite. Organizational roles fall intoa framework of suitability for remote work[1] from manufacturing and technician positions that require physical presence to customer service and marketing, which can easily adapt to remote.Leaders need to carefully examine each role to decide which ones are best suited to continue off-site and only move ahead with a hybrid work environment if an optimal number of roles can work remotely.Define clear expectations and benefitsThe conventional work schedule – 9 a.m. – 5 p.m., five days a week – may be shifting for now, but what, exactly, is the new norm? As businesses scramble to figure out whether they want to incorporate a 3-2-2 model (i.e., three days in the office, two days working remotely and two rest days) or another form, leaders need to set expectations around performance outcomes, team milestones and deliverables that consider team members’ flexible schedules and time zones.Remote work has also escalated the need for employee development, as greater distance and fewer face-to-face interactions heighten the need for stronger communications and morale-building. Employers and workers would benefit greatly from on-demand virtual coaching that creates a culture of resilience and helps build community.Prepare for potential pitfallsThe challenges inherent in transitioning to a hybrid model are on full display at Apple, where employees are currently battling with leadership about remote work policies and timing for the return to the office. Common hybrid work issues that organizations like Apple are dealing with include employee engagement, sustaining culture, ensuring well-being, IT security challenges as well as team building and recruiting.[4]Prudential Financial is also working with its 42,000 employees to manage remote work expectations, including ensuring that all staffers opt for Mondays and Fridays as their work-from-home days. The company has been redesigning its offices to repurpose conference and collaboration spaces to further encourage employee engagement. Rob Falzon, Prudential’s Vice Chair, also insists that video capabilities should be extended throughout the offices so remote team members don’t feel left out.[5]Another pitfall to consider is the gender divide that a hybrid work environment has the potential to create. If businesses set up a schedule to allow remote work, but do not cap the number of days employees come into the office, they could create a system that hurts women and impacts diversity, equity and inclusion efforts. This is mainly because, statistically,women are more likely to prefer remote work[CH2] to help them balance childcare responsibilities.[6] Remote work will contribute positively towards leveling the workforce playing field for men and women – but only if every voice is heard – whether it’s in the office or via a video call, according to Annette Polaszewski, CEO of Interprefy, a fully remote software company where women make up a slight majority.[7]Provide support structuresAside from the many benefits of remote work, employees cite the top challenges as managing distractions, loneliness, collaboration and communication.[8]That’s why organizations need to make sure they evaluate and update HR and IT processes carefully and frequently for long-term success. HR leaders should lead the development of innovative strategies, including video chat software, phone systems, messaging channels like Slack or an intranet channel. The key is finding that delicate balance between radio silence and constantly reaching out to employees with texts and emails. Hybrid work environments will not be sustainable without investments in collaboration software, such as document sharing portals and more information security controls.All the state-of-the-art tools won’t help if organizations don’t provide leadership training opportunities that help managers empower employees to continue skill-building and career development, no matter where their office is located. Learn more about how ManpowerGroup Talent Solutions can help your organization deploy a global talent strategy and a future-ready hybrid work environment.​​​[1]Work, Reimagined: ManpowerGroup Research Reveals What Workers Want Post COVID-19, August 2020[2]https://www.bbc.com/worklife/article/20200824-why-the-future-of-work-might-be-hybrid[3]https://www.theguardian.com/business/2021/jun/18/office-hybrid-or-home-businesses-ponder-future-of-work[4]Everest Group – Future of Work Series – Where will work be done, 2021[5]https://www.villageworkspaces.com/companies-struggle-with-hybrid-work-plans/[6]https://www.axios.com/the-gender-divide-remote-work-men-women-childcare-4fc29dba-4e1c-4e96-9cf3-64db61ba23e5.html[7]https://www.c-mw.net/how-remote-working-is-helping-balance-the-gender-inequality-scales/[8]https://www.statista.com/statistics/1111401/challenges-of-working-remote-2020/​​

​​The chronic stress of facing uncertainty day after day is taking a mental toll, and 2020 is set to be one of the most stressful years in history. Workers are suffering from burnout and loneliness as they manage remote work, affecting morale and productivity. In fact, a recent survey by Oracle found that the pandemic has propelled workplace stress, anxiety and burnout.  ManpowerGroup Chief Talent Scientist, Tomas Chamorro-Premuzic, shares his top leadership tips around how managers can better support their teams. Check-in regularly with the teamMake an effort to schedule time in your colleague’s schedules that includes time for asking “how are you feeling?” A 21st-century leader needs to act as an employee coach and be willing to proactively reach out to employees to check on their emotional well-being. “A leader needs to act as an employee coach and be willing to have open and honest conversations where they can check in with their employees to see what their stress levels are and help support them manage these.”Be aware of manager stress levels Self-awareness helps managers understand how their own stress levels can impact the team. When someone is stressed, they tend to focus on themselves and are unable to care for or support others. Managers need to see themselves in the eyes of others, so to help grow self-awareness, make it easier for the team to provide managers with constructive feedback in a structured way.Practice self-care outside of workSleep well, eat well and exercise. If managers put their own well-being at the center of their daily routine, it will not only help manage their own stress levels but better support the team and their struggles during this pandemic. The goal should be not eliminating stress, but learning how to manage it with a balanced and supported environment. “And while it’s important to have a solid culture, creating a totally stress-free environment with no problems won’t help build a resilient team,” Chamorro-Premuzic said. The silver lining is that stress itself isn’t the enemy, if understood and managed effectively. As Chamorro-Premuzic said, “Some people see stress as a negative, but actually it can lead to many successes. In the workplace, resilience is often built through some form of stress or hardship.” In 2020, this rule is being put to the test like no other time in recent history, but it can be used to come together as stronger teams in the future.​

​​There’s a huge amount of digital advancement that’s coming into the workforce today. The only way that organizations can be well prepared for this future of work is by upskilling and expanding, acquiring skills to stay relevant and preparing to think about what the jobs of the future will look like.To do that, managers need to start talking. Research by Right Management found that two-thirds of managers are failing to support their employees’ career development. But as we think about developing the workforce of tomorrow, career conversations today are crucial.One of the ways to enable a learning culture is by involving managers. We know from research that in an organization, managers set the tone and model the behavior that learning is a priority.Organizations need to invest in employee development for their workforce to be better prepared for this future. It’s not just for today, it’s preparing for tomorrow.Embedding career conversations into a company’s organizational cultureThere are two main benefits to having regular career conversations: They help enable a learning culture, and there is a direct correlation with higher employee engagement and productivity. In a Right Management survey, 82% of respondents said they would be more engaged in their work if their managers would have regular career conversations with them.If managers are not having their career conversations, employees are not going to see growth and they won’t know what opportunities to explore. Organizations will lose those employees because they are not in sync with their aspirations. Managers play an important role to really take ownership of their career.There is a positive relationship to employee engagement and career conversations on a regular basis. You have higher productivity and engaged employees, because workers are thinking about becoming a better version of themselves. When employees actively think about career aspirations, then productivity, engagement and higher retention is the outcome.Stages of the career journeyOne way to visualize a career is through the idea of learning journeys. A new employee has a learning journey, and so does someone who has been at the organization for 10 or 20 years. They just have different training needs at different times.The softer skills are important, but at certain stages learning is also around functional and technical abilities that need to be absorbed on the job. What thinking about careers as a learning journey can accomplish is mapping and integrating softer skills and technical skills over time, and visualizing how that will come together.What a manager can do is help employees understand where they are in the learning journey for their career. In the short term and the long run, that benefits everyone.

​​The rules keep changing as digital transformation sweeps the workplace. The pace of disruption is accelerating, and it is impacting leaders. Today, a combination of personal traits that stay relevant over time and emerging digital skills can help business leaders become the digital leaders of the future. The good news is experience and soft skills can help lead through digital transformation. Here’s how to nurture the right skills to stay current in the workplace.  Nurture Timeless Soft SkillsCertain skills never go out of style even as digital changes impact the rest of the workplace. The powerful combination of brightness, adaptability, endurance and drive are the enablers and solid foundation for effective leaders. These attributes are predictive of future success. Develop Learnability and CuriosityIn a world of rapid frequent disruption new skills emerge as fast as others become obsolete. What you know is less important than what you can learn. Digital leaders need to be role models by seeking out different experiences, unusual perspectives and by being open to fresh ideas. Find out your Learnability Quotient.  Acquire Digital Skills and Expertise Leaders must also have an understanding of the technical skills required to effectively transform their business. They should surround themselves with experts and take time to stay informed of the latest trends, challenges and opportunities facing their organization. Don’t Stand Still Digital transformation is not a one and done. Change is dynamic, so agility and continuous adaptation is essential. Feedback is important to informing what steps leaders should take. Throughout your career, plan to innovate, experiment and learn fast. Tomorrow’s environment is just beginning. 

​​Over the last few years, many notable businesses have started to phase out traditional performance reviews. Dell, Accenture, GE, New York Life and Adobe – to name a few – have all moved toward frequent check-ins, touchpoints and coaching for employees.There is good reason for the transition, as shorter cycles between feedback creates more flexibility and actionable goals for both managers and employees. But before a company rushes to join the annual review-free ranks, it’s important to consider strategies to maximize frequent feedback. Here are strategies to consider when making the switch to continuous feedback loops.Discuss short- and long-term career goalsThe annual performance review may ask where employees wants to end up in one, two or five years. The shorter review cycle provides an opportunity to consider not just job titles, but rather roles and projects within an organization. For example, an employee may want to explore learning a specific job skill for a shorter period of weeks or months, and then reflect and consider how that skill fits into larger future goals. Career conversations can offer opportunities to discover a wide range of skill sets in the short term that may fit into longer-term career goals.Be flexible – as necessaryIt can be readily apparent early on in a project if performance metrics will be met, exceeded or fall short. The same is true of employee performance. The benefit of a frequent check ins with managers means that goal metrics can be adjusted. A manager should be cautious of adjusting the goalposts too much, but with buy-in from an employee a goal can become dynamic over time. Adjusting upward, downward or deciding to stay the course will be more motivating than a static goal off in the distance.Consider autonomy, mastery and meaningThe core principles of motivational goal setting still apply. Companies need to abandon the binary choice of moving up or moving out, and allow lateral moves into specialty areas. Check-in should celebrate growth by identifying skills that employees have mastered. Finally, reviews should provide insight into how contributions align to the strategic goals of the business. Reminding employees of autonomy, mastery and meaning on a regular basis will increase motivation for the long term.​Rethinking performance reviews is a healthy practice. But the replacement system needs to adapt to the new format, rather than become a series of mini annual reviews. With careful thought to the goals of performance management, a new method that benefits managers, employees and the company can emerge.

​​An agile workforce is the only way to succeed in the future of work.The employees you hire today may soon have to perform jobs that don’t even exist yet. That’s a challenge when entire groups of their workers need to be retrained, moved or otherwise be adaptable to change. The rapid pace of technological change is also shaping workforce agility to now emphasize leveraging the best blend of people and technology.A workforce is agile when it can quickly shift amid the forces of change--An agile workforce is defined as “the division of tasks into short phases of work and frequent reassessment and adaptation of plans.” For employers, having and keeping an agile workforce is worth its weight in gold. Here are ways that organizations can take an agile approach to workforce planning:Develop for the long term It takes significant resources to recruit, onboard and train employees from an external source. And even then, there’s no guarantee that person will work out. Proactively identify individuals early on to nurture and develop into leadership roles. Consider implementing a development program to help boost the internal talent pipeline for the future and move quickly when you need to fill a top role.  Help staff with their own goals Helping move talented individuals up in the organization can mean that others need to move around or out of the organization. This could mean helping people find relevant lateral moves in the business that aligns with everyone’s goals. It could also mean helping people explore their opportunities outside the organization—from furthering their education, to a change in industry, or even retirement. Agile workforce means helping everyone achieve their career and personal goals.Increase employee engagementAn agile workforce is an engaged workforce – one that is ready to jump at opportunities. A simple management tweak can help increase engagement, with 82% of today’s employees saying they would be more engaged in their work if managers conducted meaningful career conversations with them on a regular basis. Through the implementation of an effective career management strategy, organizations will create a more engaged workforce and a more agile business.Because the global digital revolution is changing the landscape, business leaders cannot be certain about what may be around the corner, which is why investing in keeping an agile workforce now is more important than ever. Agile businesses will have an advantage – and keep an advantage – as the world of work continues to change.

​“Schooling doesn't assure employment but skill does.”― Amit Kalantri, Wealth of Words​Pay attention to the news stories about the hiring challenges facing companies around the world and a common narrative emerges. Loads of jobs, in virtually every industry, but a lack of talent hampering recruiting efforts. ​And the situation appears even more daunting in the tech sector given the competition for talent. Why? Because every company is now a tech/digital company. If they hadn’t already, the COVID-19 pandemic accelerated efforts to adopt and deploy new technologies to help businesses pivot and stay afloat over the last year and a half. ​​According to our latest report, Stack It Up: Tech Skills in Demand, we found tech-related jobs make up more than 50% of the top 20 in-demand roles. Some examples of the most in-demand tech jobs include: ​Data analysts and scientists AI and machine learning specialists Big data specialists Digital marketing and strategy specialists Digital transformation specialists Information security analysts Software and application developers Database and network professionals ​While the search for qualified talent checking those skills’ boxes is ongoing, and an uphill battle, getting talent with the necessary tech skills is just one side of the coin. ​It’s not enough to just have the right technical skills anymoreThose roles are in demand at companies across a variety of sectors, from financial and professional services to healthcare to retail and e-commerce, government to logistics, advanced manufacturing, and more, and job functions. And when you couple that with the growing need for human soft skills to effectively execute these roles, demand for talent is going to continue to skyrocket and finding the right combo of skills is increasingly competitive. Some of the top soft skills that are desired are:  Analytical thinking and innovation Active learning Complex problem solving Critical thinking and analysis Creativity Leadership and social influence Resilience/stress tolerance/flexibility Reasoning/problem solving/ideation Emotional intelligence Persuasion and negotiationAs tech evolves towards 5G driven by the rapid rise in remote and mobile work, and demand for cybersecurity and cloud engineering continues at pace, the future profile of talent is morphing. ​​Two-thirds (64%)of companies do not have the skills required to implement their digital transformation strategy and capitalize on growth potential. What’s an organization to do?​​Build, Buy, Borrow and Bridge Changing workforce dynamics and the acceleration of tech adoption are forcing organizations across all industries to redesign their workforce composition and rethink their skills mix. Companies want to be employers of choice, achieve the first-mover advantage on scarce and in-demand talent, and ensure a durable competitive edge in the market.​Companies must develop sophisticated, competitive workforce strategies to Build, Buy, Borrow and Bridge to ensure they have the specialized IT talent and increasingly in-demand skills their organizations need. What do the 4 B’s entail? We’re glad you asked:​BUILD- Invest in learning and development to grow your tech talent pipelineBUY- Go to external market to find the best tech talent that cannot be built in-house in the timeframe requiredBORROW- Cultivate tech talent outside the organization, including part-time, freelance, contract and temporary workers to complement existing and emerging skillsBRIDGE - Help people move on and move up to take on new tech roles and acquire new technical and soft skills inside or outside the organizationHow Experis can helpTo maximize the return on digital investments companies need a forward-looking skills agenda: infusing a digital mindset in the workforce and making technical and soft skills development the focus of training and hiring programs.  ​As a global leader in IT professional resourcing, project solutions, and managed services specializing in Business Transformation, Cloud and Infrastructure, Cybersecurity, Digital Workspace and Enterprise Applications, Experis supports companies to build a skilled talent pipeline with the powerful combination of in-demand technical and soft skills that are critical for business success. ​Our team has the data, insight and expertise to bridge the tech talent and skills gap with leading IT professional staffing (permanent and contract), innovative training and data-driven workforce solutions. ​​To learn more about Experis, visit: www.experis.com.id​

​Diversity has been a business watchword for many years. However, in 2020  many organizations had to take a hard look at how they defined diversity and practiced inclusion and be honest about their progress, even while they expanded their understanding of the term. Inclusion encompasses a wide variety of aspects in the quest to broaden talent pools, including neurodiversity. In a new episode of The Transform Talent Podcast, hosts Roberta Cucchiaro and Dominika Gałusa talk with Kate Griggs, Founder and CEO of Made By Dyslexia, about closing the growing skills gap for Gen-Z, the generation expected to bear the worst impact of workplace shifts due to the pandemic. Here’s why the link between dyslexia and the in-demand soft skills such as creativity, persuasion, collaboration, adaptability and emotional intelligence is so important now.​The need to think differently As Griggs shared, in an era of automation where facts can be Googled and spelling can be corrected at the touch of the button, it’s creativity, imagination and intuition that sets us apart from machines, and that’s Dyslexic Thinking. Dyslexia is literally a different way of processing information, and with that different way of thinking comes a pattern of strengths; creativity, innovation, and big picture thinking. The latest Future of Jobs Report published by the World Economic Forum highlights how exactly these social and emotional skills are the top in-demand competencies for the next five years. For organizations, understanding and valuing dyslexic thinking and neurodiversity can be an opportunity to bridge the skills gap of the future.​A range of abilities As businesses tackle a variety of problems, they need people who have exceptional skills in certain areas. As Griggs explained, that is true of people with dyslexia, who have “spikes” of skills they have highly developed to succeed in the world. In other words, if some with dyslexia excel in the area of a soft skill like public speaking, he or she may double down in practicing that skill in order to be especially high performing in that area. “What dyslexics also tend to do, if they really focus on their strengths, is hone in and become much better at them,” Griggs said. “So, a lot of people refer to them as superpowers, which is a nice way of thinking about it.” ​Value cognitive diversity Along with neurodiversity –– different ways of processing thought –– Griggs prefers the term cognitive diversity, or diversity of thought. Teams shouldn’t all think the same way. With the recruitment process, inclusion means screening in rather than screening out with standardized barriers to entry. People with dyslexia may have brilliant ideas that will be filtered out at the first step if assessments aren’t rethought to include diversity, which can be overlooked in traditional reviews of resumes. An example of being inclusive for cognitive diversity comes from the UK Government Communications Headquarters, that has been targeting dyslexic and neurodiverse people in their recruitment strategy as the dyslexic workforce is particularly good at connecting the dots, simplification, seeing the bigger picture as well as work as a team.​The Value of Dyslexia report shows how dyslexic thinking produces creativity that won't be able to be replaced by automation. Inclusion is critical because workforces are more productive when people feel like they can bring their talents to a team and belong –– and produce important results. Hear more on the podcast. 

​Across the globe, every workforce has been affected by the changing working conditions in a pandemic. Workers on the front lines face real physical health concerns, while remote workers face isolation that can lead to mental health challenges and burnout. In response, organizations have learned how to cope and adapt to help their employees. According to a new report from the World Economic Forum, business leaders can care for the health and wellbeing of employees as we start the new year in the following ways. Adapting to the expansion of remote work The future of work has already arrived for a majority of the online white-collar workforce. Eighty-four percent of employers are set to rapidly digitalize working processes, including a significant expansion of remote work—with the potential to move 44% of their workforce to operate remotely. To address concerns about employee well-being, 34% of leaders report that they are taking steps to create a sense of community among employees online and also looking to tackle other challenges posed by the shift to remote work.[1]Providing upskilling and technology mastery Developing and enhancing human skills drives economic success, individual wellbeing and societal cohesion. That said, the past decade of technological advancement has also brought about the looming possibility of mass job displacement by technologies. What is needed is a revolution in education, and in continually training the workforce for transitions. The coming decade will require purposeful leadership to fulfill human potential, which leads to a confident and productive workforce.Creating frameworks for human capital Over time, a business may lose sight of just how valuable employees are to the organization, so the International Business Council of the World Economic Forum recommends creating a set of metrics and framework to track the value of human capital. A successful workforce investment strategy includes identifying workers being displaced from their roles, managing the displacement, funding reskilling and upskilling, motivating employee engagement in this process and tracking the long-term success of such transitions.Ultimately, the World Economic Forum asserts that “no firm can prosper for long if it proves damaging to the social fabric around it.” In a time of extraordinary challenges, the success of a workforce is the success of the organization.​1.The Future of Jobs Report 2020, World Economic Forum​​

​​Attracting top talent, especially younger candidates, is an ongoing challenge for companies, in today’s fast-changing market. Employers are searching for the right fit, something that many are prioritizing over a specific set of hard skills[1] while first-time job hunters may not know how their skills apply.​One of the most effective ways for employers and candidates to learn more about each other is by gamifying recruitment. This enables employers to attract younger and more diverse candidates with a memorable recruitment experience while simultaneously allowing candidates to gain insight on how they might fit into a potential role.​Here are some ways that online assessments, like gaming, can attract new candidates and help guide them on their career path.Evaluating for skills and fitGaming presents a creative way to showcase skills and knowledge to prospective employers through simple quizzes, thought-provoking scenarios, and unique forms of content. Simultaneously, organizations gain practical data that help them make informed hiring decisions within the framework of a unique experience that also boosts their brand – whether or not the candidate is hired. Companies who incorporate strong talent assessments up front, also have higher retention and increased productivity.[2]​ManpowerGroup recently developed a fun interactive assessment tool that enhances the overall candidate experience. Game to Work helps companies to engage with job seekers who may have a difficult job search due to lack of experience or who struggle to stand out in the applicant pool. The Shorty Award-winning campaign encourages candidates to emphasize gaming experience within their resumes and demonstrate vital workplace skills such as critical thinking and complex problem solving, which can be acquired through recreational gaming.[3] Gaming also cultivates competencies like creativity and emotional intelligence that are increasing in value as machines perform routine tasks. 43% of employers say it is more difficult to teach the soft skills they are seeking.[4]Looking beyond age and experienceFor job candidates previously overlooked due to youth and inexperience, online gaming can help them explore areas they thought they might not be qualified for.​Magyar Telekom in Hungary, a subsidiary of Deutsche Telekom (the parent company of T-Mobile USA) used gamification to attract millennials and candidates with limited work experience for sales roles. These candidates usually don’t have much experience so their resumes couldn’t showcase their abilities. By removing resumes as a screening factor using Benchmark Games, Telekom evaluated candidates’ competencies such as goal orientation, endurance and problem-solving skills.​The company noticed that some people who had been rejected because of their resumes were hired a year later because they scored really high on games – and then became high performers. Candidates hired through games reached 95% of the KPI levels of high performers just after three months.[5]​Game-to-Work similarly tapped into younger gamers with a Gaming Skills Translator that enables candidates to enter the specific games they play, their experience and skill level and the amount of time they spend gaming. It then translates the data into workplace skills that applicants can add to their resumes, helping them understand how their skills translate into real-world career paths.​Salvatore Cammarata, a 27-year-old sales professional from France and avid gamer since 6-years-old, used the Gaming Skills Translator by encoding three of his favorite games – World of Warcraft, Final Fantasy and League of Legend. Through a relatable and engaging experience, he discovered a variety of soft skills that helped him reimagine his career possibilities, ultimately leaving sales to train for a developer position. “This tool is a good springboard for young people looking for a job to help them become more aware of their abilities,” he said. [6]Fostering continuous learningAn individual’s learning quotient (LQ) helps determine their workplace success over time[7] and gaming helps the brain create better cognitive models, making it easier to predict and react to new situations.[8] Assessments like ManpowerGroup’s Learnability Quotient (LQ) help people identify their learning style and offer feedback on how to keep developing their skills and employability.​“Gaming fosters the skills of continuous learning and the ability to adapt one’s skill set is increasingly critical as people adjust to the ever-changing landscape of work,” said Luca Giovannini, V.P. Global Innovation and Analytics, ManpowerGroup.Creating more engaging assessmentsGoogle learned early with its famous billboard mathematical riddle, that using appealing gaming techniques to assess talent can reap major rewards. Assessments like ManpowerGroup’s Game to Work, not only attract candidates with creative content, they also offer quantifiable data to help employers identify talent who are well-suited to the organization. They also provide younger candidates with a personalized guide to understanding their own interests and work preferences.​SkillsInSight is another assessment tool that engages candidates with a 10-minute cognitive game that helps determine likeability, ability and drive.​It also provides immediate feedback that supports talent decisions, aligns capabilities and potential for filling a company’s gaps. These data-based insights can help provide workplace advice for talent and indicate a good match for employers.​Online tools like Game to Work and SkillsInSight offer a fun way to put individuals at ease which ultimately makes for a more accurate assessment of their potential fit for an employer. Enthusiastic and skilled gamers have developed a wide set of skills needed to thrive, including communication, reasoning, and collaboration. These soft skills are just as important as quantifiable skills that are typically learned in the classroom, such as math, literacy, and computer proficiencies.​Download a free whitepaper Game to Work: How Gamers Are Developing the Soft Skills Employers Need for more examples and insights. To learn more about ManpowerGroup’s data assessment capabilities for candidate recruiting, visit Talent Solutions.​References[1] Recruiting a Competitive Workforce: Should Needed Skills be Built or Bought?, ManpowerGroup[2] https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/effective-talent-assessments.pdf[3] https://go.manpowergroup.com/game2work[4] Humans Wanted: Robots Need You ManpowerGroup, 2019[5] https://resources.workable.com/stories-and-insights/gamification-in-recruiting-effectiveness[6] https://www.lecho.be/economie-politique/belgique/general/le-gaming-le-yoga-le-running-boosters-de-cv/10302650.html[7] https://manpowergroup.com/workforce-insights/expertise/learnability-quotient[8] https://www.pnas.org/content/111/47/16961

​​One bad experience can tarnish a brand’s reputation. That’s true of a product failure or poor customer experience.  For organizations, how candidates are treated in the job application process also creates a feedback loop that can be positive or negative. A recent episode of the Transform Talent podcast outlined how organizations can minimize negativity for job applicants who don’t get hired, and even enhance their reputation through a thoughtful job process.  Have a plan for non-hiresIn any hiring pool, up to 98% of those who apply aren’t going to be selected for the role. And the more popular the brand, the more people will likely apply and be disappointed. That means the vast majority of those who have touchpoints with your organizations will not hear what they want, or even have a lasting negative impression of your brand. Organizations can get out in front of this by preparing a communication plan with timeliness, respect and that values the intelligence of the applicant. Putting a plan in place to communicate with each applicant will help mitigate negative perceptions.  ​Be responsive  The biggest thing a company can do with candidates is simple: Be upfront. Companies create self-inflicted damage if they do not communicate with an applicant at all, especially if candidates spent hours applying. “Some of the worst stories is just candidates not getting any information," says Daniel Birkholm, CEO & Co-founder of candidate feedback platform Talenthub.io. “The least you can do as a company when a candidate applies for a job, is getting back to them.”  ​Enhance the application process  Organizations go a long way to make sure customers have a positive experience with their products, whether that’s building an easy-to-navigate website or providing quick responses to questions from customers. Job candidates are also potential (or current) customers, so putting the same care into the job applications process can also enhance (or detract) from a brand reputation. “Things from the ease of use when you apply to the transparency during the process, the expectations setting” are all important to candidate perceptions, says Birkholm.  ​Provide VIP treatment to finalists  The candidates that make it to the final round –– but just aren’t the right fit at the moment –– have the most potential affinity and fit for your organization. They may even come back to fill another role in the future. Because of this, these elevated candidates require even more personal treatment, which may include personal feedback. One company, for example, gave vouchers for shopping to all of its finalists, in recognition of the value and time they provided.  For more strategies, read more in the ManpowerGroup Talent Solutions report Add to Cart: Candidates Are Consumers, Too. The report sheds light on how negative hiring experiences can change future purchasing decisions, as well as help employers more effectively attract and retain the best candidates.

​As organizations' skills needs shift faster than ever before, especially as trends like digitization accelerate, they need refreshed talent and workforce development strategies to attract, develop, engage and retain the best talent in this next phase of the Skills Revolution.This transformation, however, can be turbulent –– or it can be guided with expertise and strategy. According to newly-released ManpowerGroup research.Skills Revolution Reboot: The 3R’s--Renew, Reskill, Redeploy, becoming a creator of talent by proactively upskilling/reskilling talent to be available when and where needed reduces risk and paves the way for sustainable growth.Assessing potentialBuilding talent starts with first assessing potential. Assessments like ManpowerGroup’s proprietary SkillsInSight™ help people identify their strengths and work preferences and help organizations to predict an individual’s likely fit for the role. It also compiles aggregate data that makes it possible to predict who will be more likely to acquire new skills in the future. Assessment + data + analytics = insight that supports talent decisions, reduces talent acquisition costs and improves employee mobility by aligning their capabilities and potential to the organization’s skills gaps.Creating a career roadmapCompanies need a clear roadmap when it comes to their strategy and individuals need clear guidance. ManpowerGroup’s MyPath program helps progress talent from one role to the next, from declining industries to growth sectors and closing the skills gap. ManpowerGroup talent agents are experts in assessment, coaching and data-driven recruitment and provide candidates with personalized guidance to develop for future roles. These services provide pathways in growth sectors such as IT, finance, advanced manufacturing, sales and logistics.Coaching supportIt doesn’t matter if workers are blue collar, white collar, new collar – all will need to develop the skills they need for the future of work. Personalized coaching support through RightCoach and RightMap - an AI-powered assessment, skills analysis and matching technology – can help meet workers where they are and help transition to their next phase. With RightMap coaching, 85% of employees felt more motivated to take on additional challenges in their role.Teaching new skillsIn growth sectors like technology, talent is scarce because skills are so new. The most innovative organizations are partnering to become creators of talent, sourcing the people who can learn and developing the skills they need. For example, Experis Tech Academy works with a broad range of clients, technical schools and universities to design curriculum for learners that can be applied on the job even before the learning is complete. With industry experience combined with workforce expertise we are defining future skills requirements, identifying current gaps and mapping skills to potential career paths.For many companies, this future is unchartered territory, which is why these solutions are available to help organizations acquire the skills they need and individuals to develop the skills employers are looking for in-demand talent that’s needed in today’s rapidly-changing environment.  Download the Skills Revolution Reboot: The 3R’s--Renew, Reskill, Redeploy reportfor more insights, including a roadmap of solutions to help organizations attract, develop, engage and retain the best talent in this next phase of the Skills Revolution.

​A commitment to diversity and inclusion takes deliberate steps beyond willingness and words. For many years, hiring and maintaining a diverse workforce has become a moral imperative for businesses. Now it’s also an economic necessity as businesses face a record high global talent shortage. In today’s war for talent, the strongest businesses will also be the most diverse and inclusive. Fostering a diverse workforce takes more than words and a willingness to grow. It takes deliberate actions and a strategy from business leaders. Below are steps that businesses can take to become more inclusive now and into the future. Use assessment for hiring and promoting The traditional ways of building and promoting a workforce based on gut instincts can be riddled with unconscious bias. A more equitable way to level the playing field is to assess candidates with data. “Science-based assessments are the most accurate and reliable tool for placing the right person in the right job,” says Dr. Tomas Chamorro-Premuzic Chief Talent Scientist at ManpowerGroup. “As well as testing technical skills, assessments measure human strengths that are critical predictors of success such as how rewarding someone is to deal with, their ability to do the job and their willingness to work hard.” Businesses have a long way to go on this front, with only 49% of workers globally have been assessed, according to ManpowerGroup research, Closing the Skills Gap: Know What Workers Want. Furthermore, 81% of those who have been assessed report higher job satisfaction versus 65% of those who have not. Offer schedule flexibility For hiring and promoting women into leadership, this is especially key. Workers want flexibility — and that means all things to all women and men. This can mean nontraditional work hours with flexible start and end times that counter the rush hour, options to Work from Home (WFH) or Work from Wherever (WFW), condensed four-day work weeks or five-hour workdays that peak productivity and preserve the weekend, and parental leave that balances family and care and can be worth more than pay. Especially in the digital age, work can get done in so many ways. Productivity beats presenteeism. Businesses can attract top talent by asking what type of schedule works best for them. Provide training for growth The next generation of leaders are already in the workforce. But are businesses training and preparing to create more diversity at the top of their organizations? By 2050, there will be no racial or ethnic majority in the United States—diversity will be the norm. If an organization wants to be competitive in this landscape 30 years from now, they need to start thinking about creating a more inclusive culture through mentorship programs, hiring beyond traditional talent pools and widening their pipelines, and preparing for the new future of jobs. ​Click here for more resources on diversity and inclusion.

​​The past year demonstrated that organizations need to deepen their understanding of diversity as well as how to make diversity and inclusion an institutional reality. Organizations that thrive in a fast-changing world will have a workforce with diversity of background, skills and perspectives. Here are ways organizations can approach and foster diversity.   Plan for the future By 2050, the demographic make-up of the United States will look very different than it does today — diversity will be the norm. Talent in all its diversity is the most potent competitive differentiator. If you want your organization to be competitive 30 years from now, start by assessing hiring practices, creating mentorship programs and leveraging diverse talent pools. Use assessment to increase diversity The traditional ways of building and promoting a workforce based on gut instincts can be riddled with unconscious bias. A more equitable way to level the playing field and increase diversity is to assess candidates using data. Businesses have a long way to go on this front, with only 49% of workers globally have been assessed, according to ManpowerGroup research. Furthermore, 81% of those who have been assessed report higher job satisfaction versus 65% of those who have not. Neurodiversity: The need to think differently Creativity, imagination and intuition sets us apart from machines. That’s Dyslexic Thinking. Dyslexia is a different way of processing information, and with that different way of thinking comes a pattern of strengths, creativity, innovation, big picture thinking. For organizations, that means understanding and valuing how dyslexia and neurodiversity can be an opportunity to bridge the skills gap of the future.  Provide opportunities for women Women have been disproportionately affected by both social and economic crises due to the pandemic, and over-represented in job losses across industries including retail, leisure and hospitality. At the same time, there is a clear opportunity for women to reskill and upskill in growth sectors including information technology, operations and logistics. Women are an untapped talent pool which could be re-skilled or upskilled for many of the jobs of tomorrow. Ongoing measurement of your diversity and engagement efforts and involving employees in that process is essential to ensure you are moving the needle. Achieving diversity, inclusion and equity takes time but by taking proactive steps today your organization can achieve  a series of wins along the way.

​​Pride Month is widely recognized as a time to celebrate diversity and inclusion and show allyship to members of the lesbian, gay, bi, trans and queer (LGBTQ+) community. For organizations and businesses around the world, it’s also a reminder that we need to hit the accelerator on making workplaces welcoming for all.​Across the hundreds of thousands of clients ManpowerGroup works with globally, we are helping our partners align their ambitions with clear, actionable plans to hire more inclusively and keep the diverse talent they hire. Here are 10 ways to start (Also be sure to download the LGBTQ+ Inclusive #WordsatWork Guideto learn about proper pronoun usage and more):​Do your research. Start with the United Nations Human Rights Office’s Standards of Conduct. Reflecting the input of hundreds of companies across diverse sectors, it offers guidance on how to respect and support the rights of LGBTQ+ people in the workplace, marketplace and community. Develop an effective -and global- corporate diversity, equity, inclusion and belonging (DEIB) policy. Your policy should articulate your commitments and clearly reference sexual orientation, gender identity and expression, and sex characteristics/intersex status. It should also explain your company’s responsibilities and employees’ responsibilities and outline what will happen if that policy is violated. Multinational companies must also have a cohesive global implementation strategy—mindful that concepts of equal rights and fair treatment of LGBTQ+ people may not be well-institutionalized in many markets or regions.Ensure buy-in from employees and management, including commitments to take the DEIBstrategy forward. Expand employees’ soft skills in empathy by exposing them to other points of view and perspectives. Regularly train them on DEIB, ensure they’re familiar with your policy, and consider incentivizing leaders by hardcoding their commitments into performance frameworks. Leverage technology to establish best practices. The DEIB technology now exists to support your company with policies and practices, provide timely analytics, identify and reduce bias, introduce greater transparency and visibility, and support employee training. Download the World Economic Forum’s Diversity, Equity and Inclusion 4.0 toolkit to explore all the opportunities and accountabilities now afforded by tech. Create a culture of conscious inclusion. A welcoming workplace is one where people with different demographic and psychological backgrounds feel seen, heard and valued—not by blending in, but by providing a different perspective to reduce the homogeneity of attitudes, values and beliefs. This also keeps groupthink and decision-making biases in check. If your organization is serious about allyship and equal opportunity for LGBTQ+ employees, you must go beyond programs. To truly change culture, take proactive steps to promote a diverse pool of candidates for senior leadership and board positions, and train and incentivize managers and employees on what it means to be inclusive.  Appoint leaders with these three characteristics. A change in culture starts from the top. If your organization is serious about itsDEIBpolicy, start by building a diverse leadership team within your organization. Make sure people with higher levels of curiosity, humility and courage are not overlooked. Ideally, you want leaders who demonstrate a passion for learning, humility to admit when they make mistakes and courage to act boldly and speak out against injustices. Build an LGBTQ+support network. For pro-LGBTQ+ policies to be effective in attracting and retaining LGBTQ+employees, your company’s efforts should have high visibility. For example, support efforts by LGBTQ+ employees to create their own staff groups and extend the same opportunities to them for extracurricular activities as you would to any other group. Take it to the community. Partnerships with local LGBTQ+ groups, such as youth centers, community centers, advocacy groups and charities, exhibit long-term commitment to LGBTQ+ employees. This can also help your company better understand the challenges those employees face, informing your corporate policymaking and providing a way for your company to support positive social change. Listen, apologize and learn from your mistakes. Odds are that you will make mistakes along the way. If you’ve been called out for a microaggression or an act of exclusion toward an LGBTQ+ colleague or employee, it’s important to respond with compassion, concern and humility. Make the other person feel heard, sincerely apologize and don’t make it about you.Set targets and track your progress. Your company’s key decision-makers should receive regular progress reports on DEIB efforts, including updates on employee experience and engagement levels. Assign a senior-level officer to oversee and direct DEIB initiatives, education and training. What gets measured gets done.​At ManpowerGroup, we believe businesses have the responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Not only is this the right thing to do, but studies repeatedly show that inclusive practices have a positive impact on your bottom line.​To learn about the power of language to foster an inclusive workplace, download the LGBTQ+ Inclusive #WordsatWork Guide.

​​At ManpowerGroup, we believe businesses have a responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Not only is this the right thing to do, but studies repeatedly show that inclusive practices have a positive impact on your bottom line. Being an ally to LGBTQ+ colleagues is as simple as remembering the power that words at work have to make people feel welcomed, valued and included. ​Here is a guide to pronouns in the workplace and tips on how to promote an inclusive work culture. You can also download a PDF copy of the guide here. ​​​​​​