Simon Kent
Political and economic challenges around the world have placed the ED&I agenda under scrutiny and, perhaps in some areas, suspicion. Some job holders with responsibility in this area have been challenged to prove their worth, others have simply been told to find another job.
Before the more recent impact of political opinion on the issue, organisations had started the move towards the idea that inclusion means everyone all the time – not just a specific, calendar or community related action that can be done and then – most likely – forgotten.
Sharon Peake, Founder and CEO, Shape Talent advises that now is not the time to step back from ED&I. The ground beneath equity, diversity, and inclusion (EDI) is shifting – and fast. Like tectonic plates grinding beneath the surface, the pressures have been building for some time. Now, we’re seeing fault lines emerge: political backlash, regulatory divergence, cultural polarisation.
Rapid technological advancements, globalisation, shifting workforce demographics, and evolving consumer expectations have transformed the way organisations operate. This has had a huge impact on how organisations need to be led, and in particular every aspect of how an organisation’s workforce should be managed – from attraction to reward, communication to productivity. In short, leaders are no longer expected to simply manage operations, they need to age able to inspire innovation, foster inclusivity, drive sustainability, and navigate unprecedented change with agility and resilience.
Al Goel, former Head of Global Learning Delivery at Sanofi and talent development leader on how to create inclusive learning experiences.
As explored in our earlier article, part of the aim of good leadership within HR has to be to move the function forward giving it a proactive and high profile role within the businesses it serves. Being a great HR leader is therefore not just about rising to the top of the HR ladder, but securing a place at c-suite level, where the scope and influence of HR can be fully appreciated and experienced across the business.
HR’s role is changing within organisations. Conceived as an administrative function – the ways and means for employing and paying people – the function is becoming more strategic, more important and indeed a crucial part of every organisation.
In our webinar, Right From The Start: Best practice for recruitment in a challenging market, sponsored by Day One our panel of experts addressed the challenges facing HR as organisations search for the talent they need across diverse employment sectors.
Being a leader has changed over the past years. Today’s organisations look vastly different from what they did even ten years ago. This is not just the impact of hybrid working and fallout from the pandemic.
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