Creating and sustaining diverse workforces is a challenge that can no longer be ignored by businesses large and small. Now is the time for leaders to engage their organisations in constructive dialogues around diversity, equity and inclusion (DE&I). And while many well-intentioned businesses are tracking and vying to improve the percentage of their employees who belong to traditionally under-represented groups, it’s becoming apparent that there’s still more to be done to bridge the gaps.

In today’s rapidly changing environment, workforce trends are driving the need for career development at all levels of business. The global talent shortage means that despite hiring intentions rising by an average of 35% across all sectors, 69% of businesses cannot find the skills they need – highlighting the scarcity of talent available in the market.

As organisations continue to respond to the ever-changing work environment created by the pandemic and resulting global talent shortage, the need for a comprehensive Workforce Career Management (WCM) strategy increases.

As the recovery from the pandemic continues, attracting and retaining talent remains a key focus for many organisations. But with the power balance between employers and current/future employees shifting, business leaders are having to identify incentives to help secure the talent needed for future success.

Having previously discussed what makes an inclusive leader and why inclusive leadership is integral to overall effectiveness, it’s clear that inclusivity is a focal point for many business leaders. But why? There is a growing social awareness around the lack of DE&I that has driven this shift, with the Black Lives Matter movement playing an integral part in highlighting the injustices often faced by those of an ethnic minority background.

Organisational focus on inclusive leadership has accelerated in the last 6-7 years. Business owners want to know they have the right people in place to lead their organisation and achieve sustained success in a changed world, while driving a diverse, equitable and inclusive culture.

Having a comprehensive workforce career management strategy, providing career development and learning opportunities enhances workforce agility, is quickly being recognised as a key strategic focus for organisations across the globe.

Careers are changing, and career mobility has never been more important. 60% of employees are considering a career change as a direct consequence of the pandemic. 32% of roles are predicted to see significant change due to digitisation. And almost 50% of organisations expect to alter the configuration of their workforce to address the changed way in which we now work.

The shift towards digitisation has forced organisations across the globe to rethink their talent strategies. As the world of work and ways of working have changed, so too have the essential skills and characteristics needed for success. Workers have had to become increasingly flexible, adapting to and evolving with the changing needs of their employers, and businesses are facing new talent shortages as they transform to meet the needs of a changed world.