The pandemic has significantly altered workplace dynamics, with NASA exemplifying effective remote working strategies. Jane Datta, NASA’s chief human capital officer, discusses the agency's transition to a more integrated, cloud-based HR tech stack and the importance of inclusivity and connectivity fostered by virtual tools. She emphasizes the role of supervisors in performance management and the need for dynamic feedback mechanisms. The article underscores the resilience and adaptability of HR functions during the pandemic and the ongoing journey of digital transformation.

AI in recruitment is increasingly prevalent, with platforms like HireVue being used by major companies to streamline hiring processes. While AI can save time and reduce biases in hiring, candidates often find the process impersonal and challenging. Critics argue that AI systems can still perpetuate biases, and legal and ethical concerns have been raised. Companies like HireVue are working to address these issues by removing visual analysis components and focusing on language processing. The debate continues on the effectiveness and fairness of AI in recruitment.

Hiring, retaining, and attracting talent is a significant challenge for HR departments globally, especially post-pandemic. Alumni management software, such as EnterpriseAlumni, offers a solution by leveraging former employees, or 'boomerang hires,' to enhance productivity and engagement. Companies like P&G, Google, and Aviva have seen benefits from maintaining relationships with ex-employees, leading to higher quality hires and reduced hiring costs. Despite its advantages, many organizations still overlook alumni management. Experts like Emma Sinclair and Steve Cadigan emphasize the importance of a strategic approach to alumni engagement, integrating technology with a cohesive strategy to maximize benefits.

Almost half of employees in the UK, Spain, and Italy report missing opportunities to gain new skills and responsibilities due to the pandemic, with 25% planning to change jobs within the next year. Despite these challenges, employees remain positive about leadership, particularly in the Netherlands, Germany, Switzerland, and the UK. The study by Workday emphasizes the importance of supporting employee development through skills training and new opportunities. A competitive salary remains the most motivating factor for job changes, with many employees still hopeful for pay rises despite pandemic pressures.

Employee surveillance software has seen a significant rise in demand since the COVID-19 pandemic, with companies like Hubstaff, Time Doctor, ActivTrak, and Teramind experiencing business growth. However, the use of such technology can negatively impact employee morale and retention, fostering a culture of mistrust. Experts like Alys Martin and Olivia James argue for creating a positive work environment based on trust and measurable outputs rather than intrusive monitoring. The Great Resignation highlights the need for HR to focus on employee engagement and well-being to retain talent. Investing in empowering technology and fostering mutual trust and respect are crucial for a productive and motivated workforce.

Employee financial wellbeing has become increasingly important due to the economic challenges posed by the COVID-19 pandemic. Businesses are implementing various financial wellbeing initiatives, such as financial insurance, tuition reimbursement, and financial planning tools, to support their employees. Experts from Gartner and Forrester emphasize the importance of understanding employee needs through data tools like surveys and listening platforms. Companies like Resident Hotels are actively working to improve financial wellbeing by collaborating with solutions like Hastee. Despite the opportunities, challenges such as limited budgets and diverse employee needs persist. Effective integration and usability of financial wellness tools are crucial for their success.

Machine learning is increasingly being applied in HR to automate and scale resource-intensive tasks such as recruitment and personalized training recommendations. Experts like Angela Ashenden and Amin Venjara highlight the benefits and challenges of deploying machine learning in HR, including the need for advanced skill sets and ethical considerations. Companies like Capital One, Dropbox, and Peloton have successfully leveraged AI-based platforms to improve recruitment processes and candidate quality. HR professionals are advised to ask vendors about data quality and model maturity to ensure effective implementation.

The article discusses the importance of accountability in the workplace, especially in the context of remote work. It highlights how a lack of accountability can lead to a toxic work environment, decreased trust, and poor performance. Experts Gethin Nadin and Olivia James emphasize the need for clear lines of responsibility, psychological safety, and proactive leadership to foster a culture of accountability. The article warns against the dangers of failing to address these issues, citing examples like Carillion and Enron as cautionary tales.

Arbolus, an AI-driven professional networking startup, has secured $6 million in funding to enhance its platform for better collaboration and knowledge sharing between companies and expert advisors. Founded by Sam Glasswell and Will Leeming, the company aims to revolutionize the future of work through innovative technology. The funding round was led by Fuel Ventures and Plug and Play, with plans to scale the platform, expand into the enterprise market, and grow operations in the US. Key appointments and investments in new products are also part of Arbolus' strategy to achieve $100 million in revenue by 2024.

The article discusses the growing importance of pay transparency in the post-pandemic era, driven by remote working and the need to address gender and racial pay gaps. It highlights that while large companies are hesitant, fast-growing tech firms like Buffer, Gitlab, and Whereby are leading the way with open wage systems and transparent compensation methodologies. Experts like Ruth Thomas and Jessica Hayes emphasize the need for a shift in mindset among HR professionals to enable effective pay decisions. The article also notes that legislation may be required to drive widespread adoption of pay transparency practices.

Major technology companies like Google, Microsoft, Salesforce, and Facebook are increasingly entering the HR technology space, offering tools that integrate HR processes into everyday work. These innovations, driven by the need for remote work during the COVID-19 pandemic, aim to enhance employee experience, performance, and collaboration. Companies like HTC and Oracle are leveraging new technologies such as virtual reality and AI to address workplace challenges, including mental health. The shift to remote work has accelerated the adoption of these technologies, with platforms like Slack, Zoom, and Microsoft Teams emerging as key players.

Virti, a digital training platform, has secured $10 million in Series A funding led by IQ Capital with participation from Cedars-Sinai Medical Center and a new UK-based learning tech VC fund. Founded by Dr Alexander Young in 2018, Virti aims to enhance organizational learning and performance through interactive simulations and AI-powered data analysis. The company reports that its technology can improve training outcomes by up to 230%. Max Bautin of IQ Capital praised Virti's platform as the best in the world and expressed excitement about partnering for growth.

Jerome Ternynck, CEO of SmartRecruiters, emphasizes the importance of investing in hiring success amid a challenging labor market. He highlights the role of HR in post-pandemic recovery and the need for effective talent acquisition technologies. Ternynck discusses the evolution of recruitment, the impact of the pandemic on hiring practices, and the importance of diversity in recruitment. SmartRecruiters, founded in 2010, aims to address the complexities of modern hiring with a focus on technology and diversity.

The future of work is increasingly focused on flexible and remote working arrangements, driven by the global shift during the COVID-19 pandemic. While many employers are actively consulting employees to create hybrid and flexible working strategies, there is concern that organizations may revert to traditional practices. The narrative has shifted towards a more human-centric approach, but the power dynamic between employers and employees remains a challenge. The article highlights personal experiences and expert opinions on the potential permanence of these changes.

The global human resources technology market is projected to grow from $24.04 billion in 2021 to $35.66 billion in 2038, driven by digital transformation and the adoption of AI to optimize business processes. The COVID-19 pandemic has accelerated opportunities for market players, with HR software and services like talent management and payroll management expected to gain traction. North America is predicted to dominate the market, followed by Europe, while Asia Pacific is expected to show the fastest growth, particularly in China, Japan, India, and South Korea.

LGBTQ+ employees continue to face significant challenges in the workplace, including lower pay, harassment, and the need to hide their identities. HR professionals emphasize the importance of inclusive policies and the role of HR technology in supporting LGBTQ+ staff. Companies like VMware and HP are highlighted for their efforts in promoting diversity and inclusion. HR tech solutions such as Microsoft Outlook, Zoom, and various employee engagement software can help create a more inclusive environment. The use of AI in recruitment processes can also reduce unconscious bias, ensuring fair treatment for all candidates.

The author critiques the concept of pay-by-the-minute work booths, arguing that natural light and a comfortable home office setup are more beneficial for productivity and well-being. The article highlights the drawbacks of open offices and emphasizes the importance of people-centric technology in the evolving work environment. The author advocates for hybrid working models and asynchronous working tools to enhance employee satisfaction and productivity.

Bumble has given its 700 employees a week off to combat workplace stress, following a decision by founder Whitney Wolfe Herd. This initiative, aimed at preventing burnout, aligns with similar actions by other companies like LinkedIn. The move is seen as a positive step towards prioritizing employee wellbeing, which is expected to benefit businesses in the long term.

The article discusses the potential impact of hybrid working on women's career progression, emphasizing the need for supportive workplace cultures and flexible working arrangements. It highlights the differences between hybrid and flexible working, noting that hybrid working could pose challenges if not implemented carefully. The article stresses the importance of data-driven approaches to ensure that hybrid working does not disadvantage women, particularly working mothers, and calls for business leaders to treat the transition to hybrid working as a prototype, using data and employee feedback to make informed decisions.

As remote work becomes more common, employers are increasingly using surveillance technology to monitor productivity. While some argue this is necessary to maintain office-level oversight, others see it as an ethical grey area that can harm employee morale and breach privacy rights. Legal experts emphasize the importance of transparency and compliance with data privacy laws, such as GDPR in Europe, to avoid financial and reputational repercussions. HR leaders are advised to seek legal counsel, inform employees about monitoring practices, and ensure that any surveillance is justified and proportionate.

Digital adoption platform WalkMe has launched its initial public offering (IPO) on the NASDAQ Global Select Market with shares priced at $31. The company, headquartered in San Francisco, aims to make technology adapt to people and has raised $307.5 million over the past decade. WalkMe's cloud-based Digital Adoption Platform (DAP) has been instrumental in the digital transformation of approximately 2,000 companies worldwide. The company was co-founded by Dan Adika, Rafael Sweary, Eyal Cohen, and Yuval Shalom Ozanna, with its last funding round, a Series G, closing at $90 million in December 2019.

Gloat, an AI-powered talent marketplace, has secured $57 million in Series C funding led by Accel, with participation from existing shareholders such as Eight Roads, Intel Capital, Magma Venture Partners, and PICO Partners. This investment brings Gloat's total funding to $92 million, which will be used for product innovation and market expansion. The platform, founded by Ben Reuveni, Amichai Schreiber, and Danny Shteinberg, offers employees opportunities for internal work and development. Gloat is used by major companies like Unilever and HSBC, and has a significant R&D center in Tel Aviv, Israel, with its headquarters in New York.

Businesses must nurture their workforce through strategic learning and development (L&D) using innovative technologies. Despite the availability of advanced learning tools, many enterprises struggle to implement engaging and effective L&D programs. Chief human resources officers (CHROs) are increasingly recognizing the importance of modernizing L&D approaches, incorporating mobile learning, social learning, gamification, and AI. Companies like Visa and Nestlé are leveraging data analytics and VR to enhance learning experiences. The challenge for CHROs lies in consolidating data from various learning platforms to create a cohesive and effective L&D strategy.

Eloomi, a cloud-based corporate learning and performance management platform based in Copenhagen, has secured a $55 million investment from Great Hill Partners, a private equity firm in Boston. The funds will support Eloomi's expansion in the US. The company, founded six years ago, serves over 500 customers in 25 countries, offering HR professionals tools for onboarding and training. CEO Claus Johansen highlights the platform's impact on upskilling, motivation, engagement, productivity, and employee retention.

Frank Slootman, CEO of Snowflake Inc, sparked controversy with his comments on prioritizing merit over diversity goals in hiring and promotions. He believes that diversity should not compromise the company's mission and that many CEOs share his view but are reluctant to express it publicly. Sheree Atcheson, a diversity and inclusion executive, criticized Slootman's stance, arguing that merit and diversity are not mutually exclusive. The article also references McKinsey's research showing that diverse companies are more likely to be profitable. The author criticizes Slootman's approach, suggesting that a lack of diversity in a company indicates bias in culture and recruitment, and urges C-suite executives to embrace diversity as an imperative.

A study by Okta and Censuswide reveals that 79% of UK office workers support legislation to make it illegal for businesses to force employees to work from the office. The survey highlights a strong preference for remote or hybrid working models, with 48% supporting exceptions for emergency services and 31% advocating for a complete ban. Samantha Fisher from Okta emphasizes the need for legislative changes to empower employees and enable better multi-location work strategies. The survey also shows that UK workers favor remote work more than their European counterparts, with significant expectations for workplace flexibility post-restrictions.

UK and US workforces are increasingly comprising older individuals, yet age discrimination persists, affecting career opportunities. Technology, especially AI, can help eliminate biases, but it also risks perpetuating them. Companies like Resume.io and HackerEarth are modifying AI and anonymizing recruitment processes to promote age diversity. Virtual reality is also being used to address implicit biases. However, experts like John Tarnoff caution against over-reliance on technology, which can distance people. Studies have shown AI can discriminate based on gender, and HR leaders emphasize understanding the root causes of discrimination and the importance of a multi-generational workforce. Reskilling older employees is also recommended to adapt to changing job market demands.

Four women, Kelly Ellis, Holly Pease, Kelli Wisuri, and Heidi Lamar, have won class-action status to proceed with a gender pay disparity lawsuit against Google, now including 10,800 women who worked there since 2013. They seek over $600 million in damages, alleging violations of the California Equal Pay Act by paying them less than male counterparts and promoting them slower and less frequently. Google denies these allegations but agreed to a $2.5 million settlement with the Department of Labor over similar issues for over 5,500 employees and applicants.

Filtered.ai has raised $7 million to enhance its technical hiring service, with significant backing from Silicon Valley Data Capital and the AI Fund. Founded by CEO Paul Bilodeau in 2016 and based in Boston, the company provides AI-driven skills-based tests to expedite hiring processes. Notable clients include Facebook and Lyft. The funding round, completed in Q4 2020, marks a high point for the company amid growing venture capital interest in HR technology, potentially influenced by the pandemic.

Australian HR tech startup Pyn secured $8 million in funding led by US VC firm Andreessen Horowitz, marking the firm's first investment in Australia. Pyn, co-founded by Jon Williams and Joris Luijke, aims to improve employee communication within businesses. The investment follows a $3.1 million Seed round in July 2020 and comes at a time when the COVID-19 pandemic has highlighted the need for better communication tools due to the shift to remote work. Andreessen Horowitz's general partner David Ulevitch praised Pyn for its personalized communication approach and management playbooks.

The article discusses the shift towards data-driven recruitment strategies, accelerated by the rise of remote working during COVID-19. It highlights the importance of automation technology in streamlining HR processes and improving candidate experience. Key steps include automating HR admin, empowering HR teams, integrating emotional intelligence with tech platforms, and addressing diversity, equity, and inclusion challenges. Companies like Verizon, Ceridian, Logicalis, and Reddit are cited as examples of leveraging data to enhance recruitment and overall business performance. The article emphasizes that data-driven recruitment is part of a broader strategy to improve employee experience and business outcomes.

Pitch, a Berlin-based collaborative presentation platform, has secured $85 million in a Series B funding round led by Lakestar and Tiger Global, with participation from existing investors Thrive Capital and Index Ventures. The funds will be used to develop a comprehensive platform for creating, collaborating on, and publishing presentations. Pitch, which employs over 120 people and operates remotely, aims to streamline the presentation workflow and foster an ecosystem of inspiration and innovation. The company previously raised $30 million in a round led by Thrive Capital, with investments from Instagram co-founders Kevin Systrom and Mike Krieger, and Superhuman founder Rahul Vohra.

In the digitized workplace of 2021, businesses like Vodafone Business and Hitachi Vantara are leveraging new technologies to enhance employee engagement. Flexible working, digital tools, and collaboration platforms have become essential, especially during the COVID-19 pandemic. Vodafone Business has implemented various initiatives, including flexible hours and virtual gifts, to strengthen its employee community. Hitachi Vantara focuses on creating human-centric remote work experiences. Gartner's Alexia Cambon advises against virtualizing office-centric strategies, suggesting a human-centric design instead. Forrester's Betsy Summers highlights the challenge of determining departmental responsibility for employee experience and the importance of measuring engagement. Advanced's Alex Arundale points out the challenge of information overload. Overall, technology is playing a crucial role in improving employee engagement, but companies must navigate various challenges to effectively use it.

The traditional approach to performance management, often based on annual appraisals, is being challenged by the need for more dynamic and continuous processes. Experts like Emily He from Oracle Cloud HCM and George LaRocque, founder of WorkTech, discuss the evolution of performance management in the context of the pandemic and remote work. They emphasize the importance of integrating performance management with other HR functions, adapting to a more empowered workforce, and ensuring that technology is used effectively. The article suggests that while there is a plethora of HR tech products, their success depends on the culture and commitment to employee experience within an organization.

Blind, an app for workplace gossip and career advice, has secured $37 million in Series C funding co-led by Mainstreet Investment, Cisco Investments, and Pavilion Capital. Usage patterns have shifted to peak around 2 pm, with users logging in 30 times per month. The increase in usage is attributed to the rise of remote work and feelings of isolation among employees. Blind is also developing pulse survey tools for HR leaders and a recruitment platform called 'Talent by Blind'.

Artificial intelligence is transforming recruitment by automating data-heavy tasks such as resume scanning and candidate assessments. Social media scraping, a method of extracting public data from online profiles, is being used to evaluate candidate suitability for roles. Experts like Attila Tomaschek and Dr Tomas Chamorro-Premuzic discuss the efficiency and ethical considerations of this practice. While AI can potentially reduce biases in hiring, concerns about privacy and discrimination persist, especially in light of GDPR in Europe. The article suggests that recruiters should be transparent about data usage and consider the ethical implications of social media scraping.

Eric Yuan, CEO of Zoom, admits to experiencing 'Zoom fatigue' after having 19 consecutive Zoom meetings in one day. This phenomenon has become common as millions of employees globally rely on Zoom for remote work during the pandemic. In response to such fatigue, Citigroup's CEO Jane Fraser has implemented 'Zoom-free Fridays' and restricted work calls to working hours, also encouraging employees to take annual leave and granting an extra day off as a 'reset' day.

Basecamp's recent policy changes, including banning political discussions and eliminating certain benefits, have led to significant employee departures and damaged the company's reputation. The article argues that politics is inherently tied to workplace issues and that attempts to separate them are misguided. Trust and psychological safety are crucial for a healthy work environment, and sudden shifts in company policy can undermine these values. The handling of this situation serves as a cautionary tale for other companies on managing diversity, inclusion, and workplace politics.

TravelPerk, a corporate travel booking platform, has secured $160 million in Series D funding led by Greyhound Capital, with participation from existing shareholders. The Barcelona-based company has raised a total of $294 million to date. Despite the pandemic's severe impact on the travel industry, TravelPerk has focused on building resilience and future-proofing its product. New product updates include FlexiPerk for flexible trip alterations, TravelSafe API for real-time travel restriction information, and GreenPerk for carbon footprint offsetting.

Basecamp's CEO Jason Fried announced a series of policy changes aimed at removing political and societal discussions from the workplace, which has sparked significant controversy. The new measures include banning political discussions on company accounts, ending certain employee benefits, disbanding committees, and eliminating 360 performance reviews. The changes are intended to reduce distractions and maintain focus on work, but have been criticized for conflicting with modern workplace values of empowerment, diversity, and inclusion. Similar policies by Coinbase's CEO Brian Armstrong are also mentioned, highlighting a broader debate on the role of politics in the workplace.

The article discusses the shift towards sustainability in the workplace, particularly in light of the coronavirus pandemic's impact on remote working and the reduction of business travel. It cites the Financial Times on UK and European banks' plans to cut travel emissions, with HSBC's CEO Noel Quinn planning to halve his travel. Lloyds Banking Group and ABN Amro are setting emissions targets, with ABN banning flights between European offices. The article then outlines six steps HR departments can take to drive sustainability, including establishing a social purpose, aligning workplace practices with sustainability goals, making sustainability a key part of recruitment, upskilling the workforce, incentivizing sustainability goals, and encouraging employee innovation.

The article discusses the importance of work-life balance and the impact of stress and burnout on employees, highlighted by Jonathan Frostick's viral LinkedIn post about his heart attack. It also covers the case of an Italian man, dubbed the 'King of Absentees,' who allegedly skipped work for 15 years while still receiving a salary, underscoring the need for employee tracking technology.

Work technology stacks are failing UK employees, with 37% doing double the work due to lack of useful integrations. Employees are overwhelmed, using multiple applications weekly, and frustrated with legacy systems. Research by Templafy and Paycom highlights the need for up-to-date, user-friendly technology to boost productivity and support hybrid working. Many employees are willing to take pay cuts for better tech, and there's a significant demand for integrated, intuitive platforms to solve content challenges and support remote work.

Cronofy's study reveals that 60-70% of senior candidates in the US, UK, Germany, and France leave the recruitment process due to delays, with 40% of US senior candidates desiring more automation in scheduling. The quality of the recruitment process significantly impacts candidates' perceptions and future engagement, with 64% less likely to recommend an employer after a poor experience. Gender differences show women value better communication, while men prioritize speed. Experts emphasize the need for streamlined processes complemented by human interaction.

Alan, a Paris-based HR tech startup, has raised $220 million in a Series D round, valuing the company at $1.67 billion. Investors include Coatue, Dragoneer, Exor, Index Ventures, Ribbit Capital, and Temasek. Alan generates over €100 million in annual revenue, covers 160,000 people, and serves 9,400 companies, including WeWork, Deliveroo, and JustEat. The startup offers a modular insurance builder and various features to manage employee health benefits efficiently. Alan is expanding its offerings to enhance customer retention.

HR technology is crucial for successful digital transformation, requiring frictionless software to unlock data's power. The pandemic exposed HR's tech limitations, prompting leaders to retool and enhance employee experience. UNLEASH's report, sponsored by AppLearn, offers practical advice from 13 HR leaders. Key insights include the need for consumer-grade experiences, addressing tech complexity, effective digital adoption, and leveraging data. HR leaders must experiment with feedback mechanisms and align HR KPIs with business goals to drive meaningful transformation.

The article discusses how HR technology can help employers comply with tax and immigration regulations while supporting employee flexibility in remote and hybrid work environments. It highlights the increased government scrutiny on remote work and the need for organizations to balance data collection with employee privacy. The effective use of technology, built on trust, can address compliance and safety concerns, enabling sustainable work-from-anywhere strategies.

The article discusses the importance of genuine workplace culture and employee well-being over superficial perks like bean bags and napping pods. It highlights serious HR issues in major tech companies, focusing on a New York Times article by former Google engineer Emi Nietfeld, who detailed her experiences of harassment and the impact of work-centric life. The piece emphasizes the need for companies to foster a culture that empowers and supports employees, especially in the post-pandemic era where the lines between personal and professional life have blurred.

The shift to virtual recruitment during the pandemic has helped companies like Perlego enhance workplace diversity by providing an even playing field for all candidates. Virtual recruitment tools and platforms such as Workable, Cord.co, Otta.com, and Donut have been instrumental in expanding talent pools, saving time and money, and fostering a more inclusive work environment. As businesses transition to a hybrid work model, they must refine their virtual processes and maintain social engagement to ensure effective onboarding and sustained productivity.

Glints, a Singapore-based career development and recruitment platform, has secured $22.5 million in Series C funding led by PERSOL Holdings. The funds will be used to expand in Singapore, Indonesia, Vietnam, and Taiwan, and to grow its engineering and product teams. Despite challenges in 2020, Glints scaled up significantly, attracting over 4 million monthly users and serving over 35,000 employers. The HR tech sector is seeing significant investment activity, with companies like PayFit, Lattice, and Ginger also raising substantial funds recently.

The article discusses how businesses are leveraging technology to create more inclusive workplaces. It highlights the use of remote working policies, data analytics, modern HR platforms, communication tools, collaborative and virtual working platforms, AI, and virtual reality to support diverse employee needs and promote inclusion. Companies like VMware, Facebook, Accenture, Hitachi Vantara, Lastminute.com, Moneypenny, SAP, Qualtrics, and Advanced are mentioned for their efforts in this area. The article also addresses the challenges and opportunities presented by the pandemic, emphasizing the importance of building inclusive environments and the competitive advantage it provides.

Voice recognition technology is increasingly being integrated into professional settings, particularly in HR, to save time and streamline processes. Tools like Ada and vidAssess are helping with tasks such as employee scheduling and recruitment by using AI to handle data queries and evaluate candidates. While there are benefits, such as reduced screen time and potential bias elimination, challenges remain, including the impersonal nature of over-automation. HR leaders are encouraged to start small with existing tools like Alexa and Google Assistant and gradually integrate more specialized solutions.

Spotify, founded by Daniel Ek and known for its global presence and successful IPO, has implemented a work from anywhere model, reflecting a shift in the HR industry towards flexibility and personalization. Alexander Westerdahl, Spotify's VP of HR, discusses the company's approach to leveraging HR technology and the challenges of replicating the office experience online for remote and hybrid working models. The article highlights the evolution of HR functions and the potential for technology to bridge the gap between remote and non-remote workers.

Uber has reclassified its 70,000 UK drivers as 'workers,' granting them minimum wage, holiday pay, and pension contributions following a UK Supreme Court ruling. This middle ground between freelancers and full employees is unique to UK employment law and does not extend to couriers for Uber Eats. The decision is seen as a significant shift in the gig economy, with potential implications for employment law and worker rights globally. Discussions are ongoing in the US and EU to balance flexible work with social protections. Other companies like Lyft and Deliveroo are also navigating this space, with the gig economy expected to continue growing despite legal challenges.

The Trade Union Congress (TUC) in the UK is urging for a review of AI use in the workplace, highlighting potential issues such as dehumanization, inequality, unfair treatment, and unsafe working practices. The TUC's concerns are amplified by the accelerated deployment of AI and HR technology due to the pandemic and remote working. A survey and a report by Cloisters lawyers, commissioned by the TUC, reveal extensive use of AI in employee management and the need for legal changes to protect workers from biased algorithms and intrusive monitoring. The TUC recommends legal duties for employers to consult unions on AI use, rights for human review of AI decisions, amendments to GDPR and the Equality Act, and the right for employees to have 'communication-free' time.

Ginger, an on-demand mental health company, has closed a $100 million Series E funding round led by Blackstone Growth, bringing its total backing to over $220 million. The company plans to use the funds to expand access to value-based mental healthcare through partnerships with multinational employers and health plans, and to support underserved populations. CEO Russell Glass emphasized the commitment to advancing technology and expanding care access, especially in light of the mental health challenges exacerbated by the COVID-19 pandemic.

BetterUp, a Silicon Valley-based HR tech platform, has hired Prince Harry as its chief impact officer. The company, which recently closed a $125 million Series D funding round, aims to enhance individual resilience, adaptability, and effectiveness through coaching, AI, and behavioral science. BetterUp has secured significant partnerships, including with NASA and the Federal Aviation Administration, and boasts a strong client roster. CEO Alexi Robichaux, who co-founded the company with Eduardo Medina, has a background in biblical linguistics and Christian beliefs, which influenced the creation of BetterUp.

Businesses are increasingly leveraging new technologies to transform talent management, enhancing diversity, employee experience, and productivity. The COVID-19 pandemic has accelerated the adoption of remote and hybrid work models, necessitating agile HR processes and effective communication. Cloud technologies and collaboration platforms like Microsoft Teams and Zoom are pivotal in this transformation. Companies like HP are using technology to improve workplace diversity and streamline recruitment processes. The shift towards digital HR solutions and innovative work practices is expected to continue, offering significant benefits in managing both current and prospective talent.