All things come full circle. Thankfully, for the better. Right now, the focus has returned to the Black community in important and historic ways. Auspiciously, Juneteenth has just been declared a federal holiday, right on the heels of two difficult anniversaries: the one-year anniversary of George Floyd’s murder and the one-hundredth anniversary of the Tulsa Massacre.

In conjunction with these historic markers, organizations have focused their corporate social responsibility efforts on addressing systemic racism. They’ve taken many approaches, some of which target the most chronic expression of racism: the racial wealth gap.

One year. That’s how long employees have been legally protected from discrimination based on sexual orientation and gender identity. This landmark ruling was a vital and long overdue step in establishing equality and building greater opportunities for LGBTQ+ individuals in the workplace.

It seems everywhere you look these days, organizations are rolling out diversity, equity, and inclusion (DE&I) programs. 

As the name implies, talent mobility is the movement of workers within and across an enterprise. Whether it’s deploying people between projects, teams, divisions or locations, the goal is improving employee retention while supporting the corporate culture, achieving organizational objectives, and advancing the company’s business strategy.

In economically uncertain times, your company may be looking for new approaches to leadership development so you can retain and promote valuable talent. Internally promoting leadership can save money in addition to generating gains in many areas of your company from training and development to career advancement.

The media is flooded with talk about how much the workplace is changing – with more focus on remote working, automation and e-commerce than ever before – but one aspect of our working world that will remain constant is the need for employees to be satisfied and engaged. That’s why, despite all the disruption of Coronavirus, we’re celebrating International Week of Happiness at Work and thinking about what organizations can be doing right now to give their employees the best possible experience, every day.

Winning companies consistently show similar traits in their operations that contribute to success. Key among them is the implementation of a strong learning culture. Even in times of crisis or a downturn in the economy, these organizations recognize the importance of upskilling their workforce to keep existing talent relevant and their companies competitive.

At some point, every organization faces a major event that tests its “bouncebackability”.

For decades now, the U.S. has been facing a mounting crisis in healthcare. There are not enough nurses, and specifically Registered Nurses (RNs), to meet increasing need. Nurses make up 50% of the healthcare workforce and by 2022, nursing will be the most in demand profession in the U.S. With a physician shortage projected to reach 46,900 to 121,900 by 2032, nurses are increasingly being tapped to fill gaps in care. All this would appear to bode well for career security in the nursing field, so why are there not enough nursing practitioners prepared to meet patient demand?