Events

It’s challenging for individuals to grow career relationships in global and dispersed organisations. Yet this career support is often key to satisfaction, wellbeing and internal mobility. In this roundtable we explored what the organisation can do to help employees establish a network of supporters, with our provocateurs from Red Hat, who've developed and leveraged career relationships at scale.

Does your career deal really give opportunity to everyone? Is there more that your organisation could do to unlock potential and to improve your employee’s lives through the jobs that you offer? In this roundtable we discussed how the Co-op are understanding social mobility - and the impact socio-economic status has on career opportunities.

The idea of ‘self-driving’ a career is now so normalised that we can be surprised when employees tell us they can’t. There’s a danger in assuming people just need to change their mindset and stop expecting their employer to do it for them. In this roundtable we explored what stops self-driven careers, and how to unlock potential and enable upskilling and mobility.

How do you design a career model to drive autonomy among employees? In this roundtable we explored how EY have introduced a new career model and talent marketplace to meet current and future business needs.

Organisations are scrambling to understand today’s workforce, the skills needed to drive business growth, and the competitive talent landscape. It’s not a question of simply plugging in new technology platforms to achieve success. In this roundtable we discussed IQVIA’s strategy of “One IQVIA, Multiple Careers” and the journey they’ve been on to build an agile, skills driven organisation.

Many organisations are using some form of AI to inspire people to upskill, reskill and redirect their careers. But there’s concern about the risks as well as the opportunities. In this roundtable we’ll learn how IBM built a “one-time use” AI skills ontology and what the future looks like for AI and people development.

An important dimension of our Career Strategy model is enabling personal agency - helping individuals to develop the confidence and skills they need to drive their career development. In this roundtable we explored how you can create career development resources that employees want to use, because they talk to their needs and the organisational context.

Many organisations are experiencing transformational change. New skill sets have emerged and others declined, leading to structural change and a realignment of jobs and careers. In this roundtable we learnt how one organisation is ensuring strategic alignment - and connecting their purpose and values with strategic workforce planning, upskilling and career building.