The COVID-19 pandemic has highlighted some critical gaps in diversity in the workforce. Women accounted for 39 percent of the total global workforce. However, in May 2020, they accounted for 54 percent of job losses, according to a report by McKinsey.
In 2020, COVID-19 pandemic changed the ways of working. Most corporates have now adopted hybrid workplace model where employees come to the office sporadically and continue to work from home depending on their convenience.
Our life cycle sees many transitions. The transition from campus to career in a corporate, demands a lot of thought and coaching. It is the basis for your success in the coming years.
Gender equality is a fundamental human right. It is of utmost importance in order to boost economic growth. There has been no better time than to ensure women’s economic empowerment than today when we are amidst a global pandemic.
Disruption is happening all around us as we conduct more of our personal and professional business online and move away from traditional, in-person models.
Several companies dive headfirst into becoming more diverse. However, overlooking the intertwined nature of diversity, equity, and inclusion is a mistake. The corrective measure herein involves promoting DEI as a cohesive framework
An HR leader plays an important role in an organisation, a role that is often critical to achieving the organisational vision.
Long back while working on a business forecasting assignment, I came across a saying which is still very fresh in my mind; “FORECASTING is like DRIVING a CAR by LOOKING into the REAR MIRROR”.
The quality of people working in an organisation is one of the most important factors that decide a company’s future. Within this too, the top talent in a company makes a disproportionate impact.
Higher education is the key for successful and sustainable development of individuals and nations. It
drives the creation of skills and skilled individuals.
The black swan event of the pandemic has led to exponential and irreversible changes across multiple dimensions of our professional and personal lives. It has acted as a catalyst for mindset change amongst the business leadership teams
Balancing work with parenting duties can be a serious struggle. For new mums, making the transition back to work after maternity leave can be a difficult process. To understand more about the struggles working mothers face during this time, and how businesses can best support them, I found a 2019 survey of 1,000 mothers from across the world with children under 16 about their experiences on returning to work.