No matter where you get your news, it’s obvious that we’re in the throes of a leadership crisis -- or three or five. President Trump’s head-scratching “surrender summit” in Helsinki with Russian President Vladimir Putin sent shockwaves across the globe. Meanwhile, British Prime Minister Theresa May faced her biggest political setback as David Davis, the key Brexit negotiator, abruptly resigned because he could no longer, in good faith, go along with the exit strategy. And of course, Uber[...]
For all the wonders and conveniences that come with this digital world, we must not allow ourselves to ignore the persistent threat of hackers. Technology accords us a great deal of new comforts – and with them, new perils. The global cyberattacks that erupted on Friday offered another profound object lesson. A massive infection of malware plagued at least 75,000 computers across nearly 100 countries. The perpetrators targeted dozens of hospitals in England, multinational businesses such as FedEx and Spain’s largest telecommunications provider. Companies in the United States were urged to place themselves on high alert and take precautions against intrusions. As contingent workforce leaders, we’re placing more of our business information and employee data into computers each year. That means we face greater losses if our systems are compromised. I think it’s a good time to discuss steps we can take to guard against cyberattacks.
As we discussed in April, close on the heels of VMSA Live 2017, MSPs are entering a new phase of transformation – one that mirrors and complements the evolution of the modern workforce. The original power of contingent workforce management grew from a highly transactional approach that focused on centralization, consolidation and process optimization. Today, the transactional nature of MSPs is giving way to strategic and consultative dynamics. It’s not just the mechanisms of business that have changed. Talent – yes, even contingent talent – have broken free from their cocoons and emerged as a different species of butterfly. Right now, freelancing has taken its place as the new norm. These experts are not contract workers or W2 employees of staffing firms. They are independent entrepreneurs, which begs a few questions: how do you find them, how do you engage them and how do you manage the partnerships? I believe this is precisely where MSP 3.0 will shine brightly.
Pay parity is one of spring’s biggest diversity topics. And there’s a good reason. Every April, women’s earnings catch up to men’s from the last year. On average, women must work an extra 103 days to earn the same amount of money as their male colleagues. That’s why, in 1996, the National Committee on Pay Equity originated Equal Pay Day, an honorary observance of the ongoing wage gap between men and women. Since its inception, the symbolic holiday has raised public awareness of discrepancies in pay, based on gender, and helped generate visibility for the wider challenges that persist in diversity and inclusion efforts. However, all that changed this year. A U.S. court and a sitting president just shattered egalitarian policies that have been in place since 1963. Now, more than ever, is the time for staffing professionals to shine. Promoting gender equality plays a vital role in retaining top talent, boosting bottom line profits, attracting consumers to your brand, and embodying a conscientious, fully human work culture. It isn’t just good for business, however. As McKinsey Global Institute demonstrated, pay parity will dramatically improve the economy.