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Working Paper No. 2010: 4, Institute for Labour Market Policy Evaluation, Lund, Sweden.

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I know I can trust this organization (trust);People are valued as individuals by the organization (value individual attributes);My opinions matter to the organization (PWE);I have access to new opportunities (access);The organization distributes recognitions fairly (rewards);I think the organization recognizes diversity (cultural);I feel respected by the organization (respect);I always feel like I’m part of a team at work (social); Table 4 presents the reliability analysis of the eight-item Workplace Inclusion Scale.

The unemployment rate also fell to 3.8% from 4% in January, although average hourly earnings were unchanged and were downwardly revised by 0.6% in January.

At ZS, AI-based quota setting models have been found to identify patterns in sales more accurately than conventional allocation methods and increase forecast allocation by more than 4%, even in highly stable markets.; ;Leverage field insights.

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What Research Reveals About Internships 4 of 5 employers agree that internship programs deliver the best return on investment as a recruiting strategy.;57.6% of interns, on average, are converted to full-time employees.;75.5% of interns who became employees are still with the organization after their first year on the job, compared with 51.5% of non-intern employees.;54.3% of women take paid internships versus 45.7% in unpaid roles.;75.9% of men have paid internships versus 24.1% in unpaid positions.;57.6% of students feel that internships don’t pay enough.;41.4% of organizations feel that their recruiting is effective in achieving a diverse cohort of interns.; Sources: Internship & Co-op Survey Report, NACE, 2023 and 2022; Research Brief, Center for Research on College-Workforce Transitions, University of Wisconsin-Madison, March 2023.

., how we work); 4) the nature of tasks and responsibilities (i.e., what we work on); 5) the career paths (i.e., how we understand our careers); and (6) the workforce (i.e., who works).

Faulty assumption 4: Employees’ only motivation to learn about pay is increasing compensation.