How is global talent mobility helping to address or compound the talent shortage? If work is created, will talent move to that work? This is a complex issue according to Rebekah Kowalski, VP and Principal Consultant for Strategic Workforce Consulting at Right Management, a ManpowerGroup Company. There is a worldwide shortage of rightly skilled talent and a mismatch between what’s needed and what is actually being supplied. According to Kowalski, the solution is a long-term, multi-stakeholder investment in developing the workforce.
A diverse economy is a strong economy. Businesses that embrace changing demographics reap the economic benefits of a diverse and inclusive workforce. According to the Center for American Progress, the U.S. workforce is undoubtedly becoming more diverse. As of June 2012 people of color made up 36 percent of the labor force. Breaking it down by race and ethnicity, approximately 99,945,000 (64 percent) in the labor force are non-Hispanic white; 24,679,000 (16 percent) are Hispanic; 18,758,000 (12 percent) are African American; and 8,202,000 (5 percent) are Asian. Approximately 4,801,000 people (3 percent) in the labor force do not identify in any of these racial or ethnic categories.
Rebekah Kowalski, VP and Principal Consultant for Strategic Workforce Consulting at Right Management, a ManpowerGroup Company, discusses the importance of workplace diversity. Companies need to send the message of inclusiveness and collaboration and show that they value a diversity of ideas, opinions, beliefs, and backgrounds. Also, companies need to have diverse representation in leadership.
Rebekah Kowalski, VP and Principal Consultant for Strategic Workforce Consulting at Right Management, a ManpowerGroup Company, discusses the skills that aspiring leaders will need in the future including navigation and collaboration. She argues that managing and navigating the streams of complexity and being able to establish the kinds of lines of collaboration you need in order to make the best possible decisions, as opposed to unilateral decisions, is going to be increasingly important for future leaders. In addition, aspiring leaders really need to understand the role that talent plays inside of the organization. She believes companies need to implement the same kind of discipline that they put into looking at capital into looking at human capital.