How a large banking organization was able to identify those women ready for leadership positions and how these women were also identified as having the capabilities to move to a new function.

To build a sustainable DE&I program, we believe that you need a foundation of fair, objective and bias-free assessment processes.

There is plenty of debate about what is – and who has – potential. Surely, the majority of the workforce has potential to reskill and upskill?

In this blog, I will share my experience of helping one of the largest organizations in the world change their traditional assessment process for choosing Leaders in their company.

Many business sectors are going through a period of organizational and business transformation — and the banking sector is no exception.

Long before the disruption of COVID-19, the financial services sector recognized the need to move outside of its traditional comfort zone.

In order to widen the talent pool for their early careers programs, many high-profile corporate recruiters have removed specific academic qualifications as prerequisites for applicants.

When lockdowns around the world began, those organizations with planned in-person, in-house development centers were forced to cancel them with immediate effect.

As the economy emerges from the pandemic, a workforce wracked by layoffs, job stress and digital transformation will need to have a second wind. What can employers do to help?

Call and contact centers are being shaped by advances in technology and AI. Despite this, the defining customer experience remains in the hands of the contact center agent.

ogistics is one such sector that has flourished in the past years. According to a report by Welspun One Logistics Parks, this industry will grow at 35% in 2021.

At the start of the year, ‘predictions’ of the year ahead fill the social media space.

A recent survey by Aon asked over 1,600 HR leaders what they considered to be the most important factors when defining the future of work.