Learning in the workplace has evolved dramatically over the last decade. Whereas before we would wait for a course or a conference to attend, we now have access to all sorts of online and on-demand learning resources, thanks to the rapid advance of technology. Another contributor to this evolution is a change in employee preferences related to job satisfaction. A recent survey by the online learning and teaching provider Udemy shows that 46% of employees are bored in their current position because of limited opportunities to learn new skills. This has led organizations to consider moving to a culture of learning.  

Canada is making a strong statement in support of equal rights, by proposing a new legislation that advocates for pay equality in the workplace. The federal government has recently introduced legislation that will require all federally regulated employers with ten or more workers to ensure that women and men receive equal pay for work of equal value.

When a race-related incident at a Philadelphia Starbucks sparked worldwide outrage in the summer of 2018, the company’s response to the incident—an afternoon of anti-bias training for staff across North America—came under intense scrutiny.  Starbucks’ intention to promote diversity and inclusion in the workplace was by no means avant-garde, as many organizations have delivered similar programs to employees over the years. Having witnessed a range of these programs over the last 15 years, I can say that one observation holds true: Diversity means different things to different people, and it plays out differently in different industries.