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Featured analysis
Q3 2026 Benefits Wrap-Up: What the Latest Data Shows on Flexibility, Mental Health, and Pay
By Andrew Mitchell, Senior Correspondent, Benefits & Total Rewards The third quarter of 2026 brought clarity to the U.S. benefits landscape. After years of experimentation during the pandemic and the post-pandemic recalibration, the data shows a workforce benefits market that has settled into a stable, evidence-based configuration. Organizations that understand what’s working — and what…
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Year-End HR Tech Review 2025
Year-end is the time to step back from the daily operational demands of HR tech and survey the landscape as a whole. 2025 has been a defining year for the industry — one characterized by aggressive consolidation, AI that moved from pilot…
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Pay Transparency Laws in Early 2025: A Practical Guide for HR Leaders
Pay transparency had moved from a trend to a compliance imperative in early 2025. By March, 17 states and numerous municipalities across the United States had enacted some form of pay transparency law, covering an estimated 55% of the U.S. workforce. The…
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The Compensation Equity Audit: What Every Employer Needs to Know About Pay Gaps
By Andrew Mitchell, Senior Correspondent, Compensation Strategy Pay equity has moved from a legal requirement to a business imperative. With 38 U.S. states now requiring some form of pay transparency and reporting, and with employees increasingly aware of and sensitive to pay…
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End-of-Q3 Hiring Data Roundup: Labor Market Shows Continued Cooling
Published: September 26, 2025 The third quarter of 2025 closed with hiring patterns that tell a nuanced story: employers are still adding jobs, but the pace has decisively shifted from the overheated hiring of 2023-early 2024 into a more measured, deliberate cadence.…
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The Neurodiversity Advantage: Why Inclusive Hiring Is a Performance Strategy
Neurodiversity Hiring Has Moved From DEI Program to Performance Strategy The data on neurodivergent employees in the workplace is transforming how organizations approach cognitive diversity. Neurodivergent individuals — those with autism, ADHD, dyslexia, and other cognitive differences — represent approximately 15-20% of…
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The Internal Mobility Mandate: Companies That Can’t Move Talent Internally Are Losing to Those That Can
By Andrew Mitchell, Senior Correspondent, Talent Strategy Internal mobility has graduated from a nice-to-have retention program to a strategic imperative. The latest workforce data shows that companies with mature internal mobility programs fill 48% of open roles from within — double the…
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Week 44 Briefing: Mar 17-23, 2025
Article 1: Q1 2025 Hiring Review — Spring Outlook for HR Leaders As the first quarter of 2025 draws to a close, HR leaders are reviewing hiring data and adjusting their spring workforce plans based on what the numbers are telling them…
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The Rise of the Chief People Officer: How HR’s C-Suite Presence Transformed Corporate Strategy in 2025
By August 2025, the Chief Human Resources Officer (CHRO) had solidified a presence in the C-suite that had been elusive for decades. A Spencer Stuart survey of Fortune 500 CEOs found that 94% of companies had a CHRO on their executive team…
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The Four-Day Work Week Isn’t Just About Hours — It’s About Redesigning the Entire Employee Experience
By Andrew Mitchell, Senior Correspondent, Future of Work / Remote Policy The four-day work week has passed the experimental stage and entered the enterprise scale-up phase. By mid-2026, 300+ companies worldwide with over 500,000 combined employees have adopted some form of the…
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The Return on Investment of Diversity: Measuring DEI Impact in Dollar Terms
By Andrew Mitchell, Senior Correspondent, Diversity, Equity & Inclusion For over a decade, the case for diversity has been built on correlation: diverse companies are more profitable, more innovative, better at decision-making. But correlation is not causation, and CFOs increasingly want to…