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When we look at profile data in Figure 2 (see “Methodology” at the end of this article for more information on data sources used for this analysis), it looks like supply into the profession hasn’t moved much since 2020, resulting in shortages.

Roles that “ generally need to function inside ” offices will have the option to work from home for a limited number of days each month, while employees with job profiles supporting a split schedule will work in the office for a minimum of three days each week, according to the memo.

Watch Michaela's Video Michaela Leo Head of Compensation & Benefits (North America), Ipsen Biosciences Track Your Certification Status WorldatWork members can readily see their progress on certification, see the deadline for recertifying, rest easy knowing that recertification credits earned through WorldatWork are automatically added to their profiles, and manually manage any credits they earn from other organizations.

For companies with strong public-facing DEI profiles and DEI metrics in their executive incentive plans, backtracking on DEI metrics will present very poor optics and reputational risks.

.; Large organizations with a wide range of talent profiles (e.g., a global banking company) offer some level of risk/reward autonomy while retaining a more simplified overall compensation plan.

Learners will be able to see their badges and a transcript of the courses they’ve taken toward certification on the WorldatWork website under their learner profile and they will be able to download their badge from their Credly account.

Note: Credits earned through WorldatWork activities will be automatically applied to your recertification status and can be viewed on your Profile page .

Employees can also receive a greater quantity of feedback and be less subjected to the individual biases of just one manager ( Di Fiore and Souza 2021 ).

A 2021 report titled “ Hidden Workers: Untapped Talent ,” produced in partnership with Harvard Business school, made a handful of recommendations to HR departments: stronger familiarization with “skills profiles of hidden workers” (that is, qualified but underemployed or marginalized workers), customized training and partnerships with organizations with expertise in particular groups.

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