diversity

Can you currently effectively identify and address your talent and skills gap?

In an evolving world of work, the only constant is the change that comes with it. The role of talent has been revolutionised by the use of data but still, we hear about talent functions not truly understanding their current business situation before trying to develop.

Where does your current focus lie within your talent journey? Is there more focus on recruitment than retention? Do you have an understanding of your current talent infrastructure?

Becoming a great place to work is the aim but how do we get there and what does that really mean for employees?

A consistent, yet more unique, employee experience is one that all employers are now aspiring to as employees are given the choice between home and/or office work. All employees are different, which lends to the importance of an embedded culture of hyper-personalisation to facilitate heightened engagement and bring continuous improvement to the employee experience. 

A sense of belonging is experienced when an individual feels deeply accepted in their environment. To feel you truly belong means you have no doubt or insecurity about your position within a group. You trust you are valued as you are, you know you will be included and you feel secure in your community. 

How can you effectively identify and address your talent and skills gap?

In an evolving world of work, the only constant is the change that comes with it. The role of talent has been revolutionised by the use of data but still, we hear about talent functions not truly understanding their current business situation before trying to make the next steps.

Created in collaboration with TALiNT Partners, our “Data-driven diversity” whitepaper is the result of an insightful roundtable attended by a select group of U.S. talent leaders. The discussion centred around the innovative ways in which leading companies in North America are creating meaningful change, as well as the powerful relationship between data and diversity. 

The new world of work marks the start of a new chapter for diversity and inclusion (D&I) initiatives. Rather than being viewed as solely an HR issue, cultivating a culture of empowerment and inclusivity is now something the entire C-suite prioritizes. In fact, about 1 in 2 CEOs view building a diverse, equitable, and inclusive workforce as one of their top challenges for 2022.

When I got my very first tattoo I was beyond excited about it. My parents did warn me and said that it’s likely a lot of people will perceive me as not professional or as someone who cannot be taken seriously. “How absurd and ridiculous is this” was what I thought back then. Until I started to look for a job and ended up in many situations where I felt like I needed to hide who I am, including my tattoos. All to be accepted by someone else… 

Whether you like it or not, every organisation has a culture, and organisational culture affects every aspect of an employees’ work experience. This includes their attachment to a company and its success, and the employees’ willingness to collaborate with their colleagues. All these factors shape the overall work environment, which employees will either thrive or struggle under, and of course – the bottom line.

Alex Margolin 

In honor of International Women’s Day (IWD), we spoke to Noa Geller, Papaya Global’s VP HR, about the steps Papaya Global has taken to achieve an even split of men and women across the company.

IWD is an annual celebration of women’s accomplishments and an opportunity to highlight ways to promote gender equality. Noa explained why gender balance is so important and how to #BreaktheBias – the theme of this year’s IWD campaign.

Technological advances have increased the pace at which products are brought to market and shortened their life cycles. As a result, companies are now more than ever forced to remain flexible and competitive and are thus more inclined to form work teams, rather than assigning tasks to individuals (LePine, 2003). How to compose an effective team therefore becomes a primary concern for companies while they’re hiring new employees. There is a common myth among hiring managers – the thought that they need to (only & solely) hire the best candidates.