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As “Dismissed by Degrees” put it: “The growing prominence of social skills across occupations raised the value of four-year college degrees in the eyes of employers, as a minimum qualification for jobs that paid well and were a basis for upward mobility.”

The FTC and the Government Accountability Office (GAO) have stated such agreements are overapplied and can impede job mobility, job growth, wages and new business creation.

Futhermore, Seikaly added, some organizations are exploring using AI to: Benchmark and price jobs or predict pay ranges;;Monitor for pay equity and suggest pay increases;;Collect intelligence on skills for recruiting, upskilling and compensation;;Write offer letters and generate total rewards statements; and,;Identify career pathing and opportunities for internal mobility.; Additional Considerations for a ‘Post- Loper Bright World’ In terms of how Loper Bright and Chevron may impact AI implementation within the HR/TR function, agencies such as the EEOC, which has offered guidance on AI utilization in hiring, could be more frequently challenged in court, Seikaly said.

The risk here is stagnation — where employees feel stuck, not just due to a lack of opportunity but because the external job market no longer promises financial mobility.

Public-sector or governmental organizations often have longer-tenured employees in various roles, as do nonprofits — and with the latter, workers often remain in mission-driven roles for long periods of time even if there are few opportunities for internal upward mobility.

The announcement comes on the heels of President Donald Trump’s Aug. 7 executive order that mobilized his plan to allow alternative assets (e.g., private equity, cryptocurrencies, real estate) to be used within these accounts.

A sales enablement vice president from a Fortune 500 insurer told us: “Since 2020, we’ve been trying to respond to the economy and emerging worker mobility; people on the fringes [of desired pay levels] were at risk, and we were losing so many that it stunted growth.

These examples underline that geopolitics and inflation are deeply intertwined, influencing employer costs, talent mobility and employee expectations.

Mobilization of this kind of participation has required “a change in mindset toward how we include and leverage women in the logistics sector,” added Lobo, noting that the company plans to hire 50 women under their initiative by the end of 2021.

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