In today’s ever-changing world of work, taking ownership of your own career is vital in ensuring you enjoy a fulfilling professional life. But what does career ownership actually look like? Career progression used to be about climbing the ladder; striving to move up the organisation into a more senior position.

One of the most basic things any organisation can provide its employees with is an environment and culture that fosters psychological safety. And yet research shows that a significant portion of the workforce are continuously being failed by their employers in this regard. Two key cohorts are those experiencing menopause and imposter syndrome.

In a world where most people are talking about how AI and technological advancements are going to necessitate the development of new technical skills, the importance of interpersonal skills is seemingly going under the radar.

Businesses and employees are coexisting in a highly volatile, uncertain, complex and ambiguous world, whereby organisations are having to make hard decisions regarding redundancies, and employees are faced with a sense of unprecedented overwhelm – both professionally and personally.

Achieving diversity within the workplace, and specifically at executive level, has been a long-standing challenge within the world of work. A more diverse workforce brings with it a broader range of experiences, skills and perspectives that are fundamental for creativity, productivity and business success.

A combination of rising energy costs, inflation and the cost of living crisis means that many organisations will have less capital to invest in recruitment – with 21% of UK businesses feeling cautious about hiring new employees or contractors in fear of a recession, resulting in hiring intentions falling 10% year- on-year. At the same time, employees are looking for improved renumeration to help manage the personal impact of the same economic factors. This is likely to lead to a disconnect between businesses and their workforces, with employers wanting to retain talent but lacking the financial capacity to raise salaries in line with what their employees are demanding.