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It’s been a dramatic few years for Australia, and the world, with an unprecedented global impact affecting business locally and internationally. Forced shutdowns, productivity taking a hit, cities deserted and a never before work from home bonanza took place. However, it’s certainly not all doom and gloom. Australia is the resilient country.
Australia is now more diverse than ever. But the reality is true Diversity, Equity and Inclusion (DEI) is yet to be fully adopted by many organisations and institutions. What does it take to establish true inclusivity?
What makes an inclusive leader and what does it take to embody inclusion throughout workplace culture?
The talent planning strategy, thought process and focus among business leaders are changing. Equality, where full opportunities for individual success and organisational contribution are ensured, is now replacing the decades-long workplace paradigm on diversity.
The flexible workforce is not what it used to be. Contractors, freelancers and temp workers are growing in number across Australia. It can be the perfect solution for seasoned workers who want flexibility and it simply makes financial sense for organisations in today’s climate.
Flexibility: it’s a word that’s thrown around quite liberally in business these days. And when it comes to ‘flexible workforces’ many organisations and employees alike enjoy the benefits on offer. But what about the manufacturing industries?
With both hybrid and fully remote work models now in place, most organisations have settled down to a business-as-usual rhythm. And that’s not likely to change again soon.
Just when you thought you’d heard about every side effect of COVID-19, there’s yet another that could affect us for years to come: The hindered development of Emotional Intelligence (EQ) among our next wave of leaders – courtesy of Work From Home (WFH). Remote working certainly has its benefits – freedom, extra sleep, a chance to spend more time with
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