Author
The author is working as Sr Correspondent with BW Businessworld and BW People
Since many millennials don't plan on staying in their jobs for long, it makes sense that they are hunting for new positions
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From a societal perspective, women have been the pillars for our family setups historically. The aspect of unpaid caregiving, hence commonly affects more women than men.
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Organisations should strive to find the right balance of internal and external talent to fill their CXO needs.
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The Women@Work report clearly displays that inclusive, supportive organisation gain a competitive advantage across parameters v. lagging organisations
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Cultivating a culture of continuous learning and providing employees access to on-the-job training opportunities, such as mentorships, shadowing, and job rotation opportunities is the key to keeping them engaged and invested in their own careers as well as the growth of the company
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It is indeed a life-enriching opportunity which says a lot about the company culture and it’s relationship with the people who work for it
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Jitender will be responsible for leading the Talent acquisition, Culture, Rewards and Learning charter!
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Tredence's "women returnee programme" for bringing back women into the workforce will focus on hiring women that have taken a sabbatical or career break, with the aim of encouraging women to restart their careers after a pause.
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"We aim to make Wells Fargo an employer of choice for neurodivergent employees where they feel valued and inspired to do their best work"
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Fidelity Investments India as an organisation focuses on ensuring gender, generational, cultural, and cognitive diversity at the workplace, and strives to create a diverse and inclusive environment where everyone is welcomed and celebrate
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