Even those of us who are happy at work will say there are still stressors nonetheless – constant change, too few staff, and strained workplace relationships to name just a few. And then there are the challenges in our personal life as well!

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It’s not enough for an organisation to say it values diversity in the workplace. To be a diverse and inclusive employer, changes need to occur in the recruitment process. “Glassdoor” found that 67% of job seekers use diversity as an important factor when considering companies and job offers.

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Recruiting and attracting a workforce has changed dramatically, especially in the last 18 months; it is no longer a simple case of “if you have a job, you will fill the position”. COVID has seen closed borders, stunted immigration, and a hesitancy of candidates re job movement.  The Procurement and Logistic sector have been impacted like so many other sectors.

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We’ve all heard the term, or even experienced a little dose of micro-management, you may have even been guilty of it yourself! It is easy to point the finger at a perceived micro-manager and label them as an aggressive, power-hungry monster. However, the psychology behind this behaviour is much more complex and can put even us ordinary folk at risk of micro-managing behaviour.

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Would you believe that Australian businesses have some of the highest rates of employee attrition globally? The greatest flight risk is among workers under 30 years of age - 28% of them are looking to change jobs within their first year of employment and more than 50% are planning to exit within two years. In the over-30s demographic, merely 36% plan to change employers by the two year mark, a significant difference from the younger demographic. 

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