Featuring scholarly and practitioner insights from HR and people leaders, industry experts, and researchers.

In this HCI Webinar, Dr. Jonathan H. Westover talks with Mark Herschberg about what AI means for the labor market. Mark Herschberg is a transformational CTO with three degrees from MIT and multiple patents in AI and cybersecurity. Mark has spent his career launching and fixing new ventures from startups to Fortune 500s, working in cybersecurity, digital media, healthcare, online marketplaces, and he’s tracked criminals and terrorists on the dark web. Mark has also taught at MIT’s famed Career Success Accelerator for over two decades, is the author of The Career Toolkit, Essential Skills for Success That No One Taught You and creator of the innovative Brain Bump training app. He advises companies on technology and AI strategy.

This research explores the empirical evidence surrounding work arrangements, arguing that autonomy, rather than physical attendance, is the primary driver of employee retention and organizational health. By analyzing a large-scale study and various corporate case studies, the research demonstrates that remote and hybrid workers often report higher levels of well-being and comparable social connection compared to their onsite counterparts. The research challenges the effectiveness of return-to-office mandates, noting that such policies can lead to the loss of top performers without improving financial performance. Instead of focusing on physical proximity, the research suggests that leaders should adopt outcome-based management and invest in digital collaboration to foster a thriving culture. Ultimately, the research positions flexibility as a strategic capability that supports both individual psychological needs and long-term business resilience.

This research explores the empirical evidence surrounding work arrangements, arguing that autonomy, rather than physical attendance, is the primary driver of employee retention and organizational health. By analyzing a large-scale study and various corporate case studies, the research demonstrates that remote and hybrid workers often report higher levels of well-being and comparable social connection compared to their onsite counterparts. The research challenges the effectiveness of return-to-office mandates, noting that such policies can lead to the loss of top performers without improving financial performance. Instead of focusing on physical proximity, the research suggests that leaders should adopt outcome-based management and invest in digital collaboration to foster a thriving culture. Ultimately, the research positions flexibility as a strategic capability that supports both individual psychological needs and long-term business resilience.

This research explores the critical need for organizations to abandon outdated victim-blaming theories and instead adopt frameworks focused on perpetrator accountability and systemic reform. The research highlights how workplace mistreatment frequently targets marginalized groups as a tool to maintain power hierarchies, leading to severe consequences for employee wellbeing and organizational productivity. By examining evidence-based interventions like the CREW model, the research argues that lasting change requires transparent reporting mechanisms, leadership allyship, and data-driven infrastructure. Ultimately, the research asserts that the responsibility for misconduct lies with those who commit it and the corporate cultures that allow it to persist. Creating a psychologically safe environment depends on institutionalizing these equitable practices rather than expecting targets to modify their own behavior.

This research explores the critical need for organizations to abandon outdated victim-blaming theories and instead adopt frameworks focused on perpetrator accountability and systemic reform. The research highlights how workplace mistreatment frequently targets marginalized groups as a tool to maintain power hierarchies, leading to severe consequences for employee wellbeing and organizational productivity. By examining evidence-based interventions like the CREW model, the research argues that lasting change requires transparent reporting mechanisms, leadership allyship, and data-driven infrastructure. Ultimately, the research asserts that the responsibility for misconduct lies with those who commit it and the corporate cultures that allow it to persist. Creating a psychologically safe environment depends on institutionalizing these equitable practices rather than expecting targets to modify their own behavior.

This research explores the strategic necessity for Brazilian organizations to adapt to an aging labor force, noting a significant gap between demographic shifts and current corporate readiness. Despite projections that a massive portion of the population will soon be over 50, only a tiny fraction of top employers have established specific policies to support older professionals. The research identifies age-inclusive practices—such as flexible scheduling, specialized training, and biased-free recruitment—as essential tools for retaining institutional knowledge and enhancing cognitive diversity. By analyzing successful case studies, the research argues that companies must move beyond harmful stereotypes to embrace the unique contributions of experienced workers. Ultimately, the research calls for a fundamental reconfiguration of human resources to ensure economic sustainability in a rapidly changing demographic landscape.

This research explores the strategic necessity for Brazilian organizations to adapt to an aging labor force, noting a significant gap between demographic shifts and current corporate readiness. Despite projections that a massive portion of the population will soon be over 50, only a tiny fraction of top employers have established specific policies to support older professionals. The research identifies age-inclusive practices—such as flexible scheduling, specialized training, and biased-free recruitment—as essential tools for retaining institutional knowledge and enhancing cognitive diversity. By analyzing successful case studies, the research argues that companies must move beyond harmful stereotypes to embrace the unique contributions of experienced workers. Ultimately, the research calls for a fundamental reconfiguration of human resources to ensure economic sustainability in a rapidly changing demographic landscape.

This research explores the strategic necessity for Brazilian organizations to adapt to an aging labor force, noting a significant gap between demographic shifts and current corporate readiness. Despite projections that a massive portion of the population will soon be over 50, only a tiny fraction of top employers have established specific policies to support older professionals. The research identifies age-inclusive practices—such as flexible scheduling, specialized training, and biased-free recruitment—as essential tools for retaining institutional knowledge and enhancing cognitive diversity. By analyzing successful case studies, the research argues that companies must move beyond harmful stereotypes to embrace the unique contributions of experienced workers. Ultimately, the research calls for a fundamental reconfiguration of human resources to ensure economic sustainability in a rapidly changing demographic landscape. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.