Dr. Gleb Tsipursky – The Office Whisperer
Cat Johnson – Coworking Marketing Maven
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Andrea Pirrotti-Dranchak – Competitive Advantage
Jonathan Price – CRE & Flex Expert
Jeremy Fennema – Tech Innovation Alchemist
Predictions about what the workplace will look like in 2022 have been driven by the ongoing labor shortage, demand for flexible arrangements, and bringing women back into the workplace.
Nearly two years into the pandemic, many companies are still uncertain which policies will enable employees to perform their best, keep them on at their position, and support their overall wellbeing.
According to data from the U.S. Job Openings and Labor Turnover report, around 4.4 million Americans left their jobs last September, indicating that there is still a lapse in communication between what employees need and what their employer is offering.
“Companies are in dire need of talented employees, but they will have to re-evaluate many of their antiquated business practices in order to attract and retain them,” said Allison Robinson, CEO and founder of The Mom Project. “The power has shifted from employer to employee.”
What do employees want? How do companies tap into overlooked talent pools?
The number of companies turning to freelancers and other contingent workers is rising as it helps cut costs. However, many times these opportunities are not equitable or accessible to potential new workers.
To avoid widening the job accessibility gap, companies should ensure that they are using contingent labor where it is most efficient and can actually improve DE&I efforts.
Another challenge that has emerged from the pandemic is the lack of childcare services, which is one of the leading factors that has driven women from the workplace in recent years.
Offering options that support flexibility for working parents will be crucial moving forward. Even better, providing access to childcare could aid in ushering mothers back into the workplace.
