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Corporate leaders are in a quandary: feeling stuck by the lack of significant D&I progress despite meaningful investment and uncertain what to do next. What’s needed? An innovative approach to getting unstuck and gaining traction, driven by hard business considerations that will accelerate corporate performance.
This year’s conference speakers discussed the interplay between humanity and technology, advising leaders to cultivate lifelong learning, establish a growth mind-set, and continue to develop their workforce to keep pace with emerging technology.
The role of the CHRO is changing fast. We offer five lessons from some of the world’s most digitally enabled human resources leaders.
This landmark report offers an overview of the case for inclusion of people with disabilities not only in the workforce but also in executive leadership roles. By recognizing the unique challenges faced by leaders with disabilities, organizations can build more comprehensive diversity policies to create an inclusive environment for all employees.
The demands of the CHRO role have changed drastically in the past five years. Today, the CHRO has become a next-generation chief transformation officer. What qualities do CHROs need to succeed?
Heidrick & Struggles’ Journey to the Top leadership forum in Shanghai, China, brought together female leaders from major international life sciences companies to explore the path to leadership for aspiring women.
Future-proofing business success involves maximizing the benefits of creative destruction and addressing five key challenges.
CHROs who work well with their CEOs have a lasting impact on the business.
The view from the C-suite still looks nothing like the diverse world outside, so how can leaders address this?
In this podcast, AmCham Shanghai speaks to Heidrick & Struggles about how the landscape for senior executive talent in China has evolved—and where it may be heading next.
The growth of digital business and shifting demographics are reshaping the competition for top leaders in China.
How can HR leaders ensure their units are meeting the strategic talent needs of the organization and operating with an edge? Build a strong HR “top team” around four key roles.
Scarce—and, in some cases, unprepared—management talent is hampering the growth ambitions of some multinational companies in Asia. Forward-looking organizations are rejuvenating their internal and external talent programs.