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Diversity and Inclusion

Future of Work 2024: Predictions for the Year Ahead (Part III)

Business LeadershipContingent WorkforceDirect SourcingDiversity and InclusionGeneral InsightsHRSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

The Future of Work Exchange continues its series on 2024 Future of Work predictions, courtesy of the industry’s brightest thought leaders and executives. The below insights are peeks into what the year ahead may bring for organizations across the globe regarding talent, technology, and work optimization. (Read Part I and Part II of our predictions series.)

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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Future of Work 2024: Predictions For The Year Ahead (Part II)

Business LeadershipContingent WorkforceDirect SourcingDiversity and InclusionGeneral InsightsTalentTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

The Future of Work Exchange continues its series on 2024 Future of Work predictions, courtesy of the industry’s brightest thought leaders and executives. The below insights are peeks into what the year ahead may bring for organizations across the globe regarding talent, technology, and work optimization. (Check out Part I of our series here.)

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more

Future of Work 2024: Predictions For The Year Ahead (Part I)

Business LeadershipContingent WorkforceDirect SourcingDiversity and InclusionGeneral InsightsHRSolution ProvidersTalentTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

It’s that time of year again when we leverage our insights and experiences from the year that was to effectively look forward to the months ahead. The Future of Work Exchange is excited to share a variety of commentary from thought leaders and executives from across the industry. Today is the first in a multi-part series that will run through the end of next week.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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DE&I and Balancing Business and Human Imperatives

Business LeadershipDiversity and InclusionGeneral InsightsHRPodcastSolution ProvidersTalent by Christopher J. Dwyer on

The Future of Work movement would not be what it is without Diversity, Equity, and Inclusion (DE&I) playing a significant part in the paradigm. A decade ago, diversity was associated more with supplier initiatives focused on Minority- and Women-Owned Businesses. The term has evolved and expanded into DE&I where the human element is now the priority.

A recent Future of Work Exchange Podcast hosted by Christopher Dwyer, managing director for FOWX, featured Rocki Howard, chief equity and impact officer for The Mom Project, who discussed the role and impact of DE&I on the Future of Work movement.

The Mom Project is a digital talent and community platform serving 1.2 million users (the majority being moms as well as over 3,000 companies from small- to medium-sized businesses to Fortune 500).

This article recaps some of that discussion. Note that this excerpt has been edited for readability.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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Optimize Your Workforce with Recession-Proof Strategies, Part Three

Business LeadershipContingent WorkforceDiversity and InclusionGeneral InsightsHRTalentTechnology and InnovationUncategorized by John Yuva on

Today concludes our three-part series exploring several contingent and workforce strategies to achieve a recession-proof enterprise.

We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market provides the Federal Reserve with the flexibility to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.

Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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HR Transforms into FOW Advocate

Business LeadershipContingent WorkforceDiversity and InclusionGeneral InsightsHRProcurementTalentTalent AcquisitionUncategorized by John Yuva on

Human resources as a function is experiencing a transformation as the Future of Work paradigm extends into more enterprises. Previously a benefits-focused department, HR is now regarded as a strategic partner in attaining business goals and objectives. Chief human resources officers are now tasked with leading total talent management efforts across the organization, ensuring the right talent is at the right place at the right time.

Growing Priorities, Balancing Demands

The Future of Work includes many tenets from flexible works models (remote and hybrid) to work/life balance considerations to diversity, equity, and inclusion (DE&I) programs. HR must now balance those priorities, along with talent acquisition and talent management demands that align with the current and future needs of the enterprise. That’s no small feat!

With contingent labor comprising nearly 40% of the total workforce, according to Future of Work Exchange research, HR must collaborate cross-functionally to not only understand staffing needs but the skillsets behind those roles. HR has evolved where partnerships with business managers and executive leadership are essential to the future competitiveness of the enterprise. In many ways, HR is now becoming the central role for both workplace and enterprise strategy execution.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more

Soft Skills Becoming the ‘Real Skills’ in the Workplace

Business LeadershipDiversity and InclusionGeneral InsightsHRTalent by John Yuva on

For enterprises to succeed today, it requires a focus on skills beyond the vocational. This doesn’t imply that sales, procurement, or financial expertise are unnecessary or less important to an organization’s operational success. Rather, it means that “soft skill” attributes are now equally critical as hard skills within the workforce. In the competitive marketplace, agility, flexibility, and resilience are imperative to weather ongoing volatility and uncertainty. What enables this? It is soft skills, or as Seth Godin, entrepreneur, best-selling author, and speaker, calls them — real skills.

Soft Skills Transformed

The growing criticality of soft skills seems a natural part of the Future of Work transition. Skills such as empathy, communication (oral and written), adaptability, collaboration, leadership, and strategic thinking are now table stakes for managers and executives. However, it’s no longer the higher ranks where real skills are necessary and desired. These skills are now core attributes for any role in today’s organizations. Imagine a workplace where, regardless of role, soft-skill development was an integral workforce strategy.

This means that real skills such as communication, collaboration, and strategic thinking are occurring at every enterprise level and among employees and project teams. Essentially, soft skills become core principles that drive organizational success and competitiveness. Making that vision a reality, however, requires a shift in executive behavior.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more

Talent Sustainability Through Direct Sourcing

Business LeadershipDirect SourcingDiversity and InclusionGeneral InsightsTalent by John Yuva on

In 2023, direct sourcing is more than the sum of its parts; rather, it represents near alignment with the direction of business now and in the relative future. The labor market is still unsettled, while economic uncertainty (unfortunately) still rules the day. Businesses are in a continued war for talent, as unemployment sinks to historic lows and millions of job openings remain.

In addition, the Future of Work movement and resulting transformations actively dictate that businesses shift their hiring strategies. All of these facets together represent both a new challenge and a new opportunity for direct sourcing: helping enterprises cultivate a flexible and scalable workforce that drives true talent sustainability.

Direct Sourcing Evolves

Enterprises need sustainable talent most to remain competitive and enable future agility. Direct sourcing can help enterprises achieve talent sustainability through several means.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more

Diversity’s Measurable Impacts on the Contingent Workforce

Business LeadershipContingent WorkforceDirect SourcingDiversity and InclusionGeneral InsightsTalent by John Yuva on

Diversity programs continue to evolve, and enterprises must ensure their efforts span the total talent spectrum. Often, diversity initiatives are primarily focused on full-time, permanent employees. However, with contingent talent now comprising more than half of organizations’ entire workforce, diversity should permeate contingent workforce management (CWM) strategies.

In fact, recent Ardent Partners and Future of Work Exchange research indicates 62% of enterprises plan to infuse diversity initiatives into their CWM efforts as part of their workplace goals.

Diversity Is Critical to CWM Results

CWM and the Future of Work movement are aligned in their workforce direction. Extended workers represent a global talent pool where flexibility and a skills-based portfolio are at their core. Equally important, however, are the unique perspectives and outside viewpoints of contingent workers that cater to diverse thinking and enterprise representation.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more
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