Building Inclusive Positive Workplaces where People Change Lives

Welcome to the November issue of the More than Work newsletter.

This month, we want to focus on stories related to Diversity, Equity & Inclusion (DEI) and skills development, along with some interesting updates from Gi Group Holding and good news on the recognition of our various divisions for their hard work in building inclusive, positive workplaces where people change lives.

ACTIVITY UPDATE: What’s going on in Gi Group Holding

Launch of Automotive Global HR Trends Report

In October, we released our Automotive Global HR Trends Report , which marks another significant milestone in our pursuit of knowledge and innovation at Gi Group Holding . Our latest report, featuring qualitative and quantitative data from 11 countries and over 6500 industry decision-makers and candidates, is a compass for navigating the ever-evolving landscape of digital transformation, sustainability, consumer behaviour and talent management in the global automotive industry.

We firmly believe that the automotive sector is not just about vehicles; it is about the remarkable individuals in the industry who drive innovation and excellence.

Download the Report

Gi Group Holding in Poland certified a "Great Place to Work"

Gi Group Holding in Poland had a wonderful October. It was pleasure to see that our branch there was recognised by Great Place to Work? Polska ?. This is a testament to the consistent efforts by all our teams in Poland across all brands ( Gi Group Holding , Gi Group , Gi BPO , Grafton Recruitment , and Wyser ) whose workplace can now boast this accreditation for the 2023/2024 calendar year.

Big congratulations to our leaders – Joanna Zdanowicz , Joanna Wanatowicz , Anna Wesolowska , Antonio Carvelli , Pawel Prociak , Marcin Piotrowicz, ACCA, MBA , Robert Wikie? and Kamil Jankowski -?for their support in all our processes focused on making internal culture and well-being a priority and taking positive steps to put People first at Gi Group Holding Poland.

Gi Group Holding and Tack TMI push for a more inclusive workplace

As part of our strong commitment to Diversity, Equality, and Inclusion (DEI), the Gi Group Holding team collaborated with our brand Tack TMI to run a transformative pilot programme to empower women in leadership. The project addresses the imbalance between women and men in executive and other leadership roles by nurturing, supporting and developing women leaders and unlocking their potential to succeed.

This endeavour includes structured mentoring and peer-to-peer consultation activities, involving 34 participants from Gi Group Holding and divisional offices from around the world.

Learn more here .

Gi Group Holding voted TOP 3 in Best HR survey

Gi Group Holding ranked among the TOP 3 companies in the latest Best HR Survey - The Best Brands. This award given by Brazil’s Melhor RH recognised the outstanding work of the local Gi Group Holding business unit’s activities in the temporary and permanent category.

Fernanda (Fefa) Trindade , Chief Growth Officer of Gi Group Holding, and Ana Cláudia Britto , Executive Director of Gi Group , accepted the trophy as one of many honourees receiving Best Brand awards in 20 categories.

See more here .

Gi Group Holding topped the list of The World's Most Active Staffing & Recruiting Professionals on Social Media

We are proud and honoured to once again have the world's most active Staffing and Recruiting professionals on LinkedIn , according to the October 2023 Report from DSMN8 - The Employee Advocacy Platform .

In an age where connecting and engaging on social media is paramount, this recognition underscores our commitment at Gi Group Holding to staying at the forefront of the staffing and recruiting industry.

We continually encourage and support all our employees to keep using LinkedIn (and social media in general) responsibly.

LEADERSHIP INSIGHTS: Commentary on the World of Work from our Brand Ambassadors

Towards a more senior-inclusive labour market

The global economy currently faces concerns about shortages of skilled workers and, in fact, global studies like one recently produced by 贝恩公司 report concern that by 2031 roughly 150 million new roles will need to be filled. Many of them will likely go to workers aged 55 and over, i.e., employees near retirement age.

It is increasingly clear that for various reasons (supplementing income, economic necessity and social inclusion) many pre-retirement and senior-aged workers will remain in the workforce longer. This means that HR teams will have a new challenge in planning to accommodate this age cohort and ensure their continued integration into organisational teams. Overall, this will be a delicate process that will have to accommodate different types of individuals’ needs and work styles.

Read more in the article by Rui Rocheta here .

Meeting World Economic Forum (WEF) upskilling and reskilling goals

?In its Future of Jobs report for this year, the World Economic Forum did a deep dive into looking at what skills future work roles will require and where many global businesses stand when it comes to preparing workers or potential job candidates for these jobs. Much of the change in reskilling and upskilling programmes involves a need to meet evolving production and administrative work structures.

New roles require using a lot of fast-developing technologies like AI and machine learning. Plus, future roles will be increasingly data-driven: so employees will need strong analytical skills and the ability to leverage data for creative processes. Beyond that, there will also be growing demand for talent capable of serving as change leaders and supporting teams as they transition through organisational restructuring and market shifts.

Read more in the article from Caner TAMCAN here .

Is it possible to achieve Gender Parity?

This year’s Global Gender Gap report delivered some disappointing news. Although more and more women are returning to jobs since the post-pandemic world has stabilised, advances in gender parity on the global job market did not even reach one full percentage point over the past year. You have many women returning to traditional sector roles in healthcare, education and consumer services, but still their presence is lacking in fields like IT, logistics and manufacturing.

On top of that trend, problems persist, in many regions of the world, with bringing women into the formal economy. In several developing countries this remains an issue and women who work do so informally as they try to balance jobs with work in the home based on overall societal expectations. It is clear that more effort must be made to boost women’s ability to access formal work and secure or grow into leadership roles.

Read more in the article from Daria Hernas-Kasprowicz here .

Developing change leaders

?Change leadership, or in fact cultivating employee talent to take on the role of change leader(s), is an issue that many business organisations around the world are exploring and trying to plan for as major transformations in IT, supply chain, generational shifts, etc. occur. There are a number of skills that successful change leaders need to make our current transformative age bearable and help it eventually bring long-term, sustainable success for global businesses.

Beginning with strong communications skills and the ability to talk employee teams through anticipated change and help them better accept it, these processes also involve working to hone and sharpen people skills such as EQ/SQ levels that will make message delivery and team interactions authentic and impactful. Additionally, there are other change superpowers like motivation and consistency that help to ensure that new work models, restructuring programmes and innovation efforts succeed and gain employee and/or team buy-in.

Read more in the article from Noura Azghiri here .

In conclusion ...

As the global economy continues to evolve, new and different skills sets are required in order to ensure economic prosperity. Alongside issues of reskilling and right skilling there is also the economic need to fill skills gaps by better integrating sometimes marginalised groups.

We hope you will enjoy this November issue of the More than Work newsletter and we thank you for subscribing and keeping up-to-date on news from Gi Group Holding .