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To set such workers up for the best chance of success, she also suggested organizations consider “pre-boarding” to help them understand what the work, workplace and experience looks like before signing up.

Allison Vaillancourt, a vice president and senior consultant at HR and benefits consulting firm Segal, noted the fluctuating terms surrounding different skill sets: ;Soft skills distinguishes measurable skills;; ;Power skills signify their importance;; ;Human skills differentiate from tasks that can be automated with AI; and,; ;Strategic skills connect to the focus on the why of work — not just the what and how.; WorldatWork content director Sue Holloway also pointed to the terminological shifts between soft skills, social skills, people skills and, now, human skills, which often specifically reference unique qualities that are difficult for AI to replicate — ones that continue to be necessary to interact, collaborate and communicate within a workplace.

But no U.S. city currently has a $30 minimum, though some hospitality workers in Los Angeles are set to receive a $30 rate by 2028, and certain tourism workers in San Diego will get a $25 minimum wage by 2030, according to the National Employment Law Project .

Key Takeaways Setting boundaries.

For example, rather than asking all workers to show up in person at a set time for a training workshop, an employer could provide online learning for the nontraditional worker to complete on their own schedule and make sure that they are paid for their time to complete that training.

Organizations can also take pointers from the deep support systems that traditionally exist in major athletic settings.

This then can translate into the power to allow them to better set, track and expand their DEI goals and efforts.

‘I think it is a mistake to set your DEI strategy based on responding to the political and social winds of the moment because those shift back and forth.’

While getting some consistency and setting expectations is very important, the reality is one-size-fits-all doesn’t actually fit all.

U.S. staffers who are losing their jobs will receive 16 weeks of severance, plus an additional two weeks for each year of employment at the company, and their stock options set to vest in mid-November will still vest.