The Challenge Factory Blog
What we’re thinking.
Canada’s ageing population is not a problem. It is long-life potential. In 2030, the last of the baby boomers will reach 65 years old. That’s our deadline for avoiding an age-based workforce crisis.
Career timelines are changing. Understanding and capitalizing on a 50+ workforce is a key part of the Talent Revolution, leading to a sustainable, successful Future of Work.
We could dwell on everything that seems terrible in the world today. Or we can reaffirm our capacity to affect change—as individuals, organizations, and communities.
Quality employer-focused education can lead to positive Veteran hiring outcomes and stronger overall recruitment and retention practices.
We followed two dozen small organizations as they learned about military Veterans as a hidden talent pool. After six months, employer confidence was up and Veterans had been hired.
We’ve never experienced a recession like this before. It’s a costly mistake to follow our instincts and treat people-related programs as discretionary. Here’s why.
Lisa Taylor, our Challenge Factory founder and president, is one of Canada’s Most Powerful Women in the Women’s Executive Network’s (WXN) Top 100 Awards.
We tested whether the same five drivers that were shaping the Future of Work before the pandemic are still shaping it today.
I’m a recent grad entering the workforce after completing my Master’s degree. Job interviews reveal a lot about workplace leadership and culture—and what jobseekers are looking for.
It’s not up to older workers to solve the challenge of ageism in the workplace. This isn’t just about the decision to let your hair go grey. It’s about shaping a Future of Work in which everyone is valued, no matter their age.
Look to your organization’s culture to answer the “why” questions about the future of your workplace model.
Canada has a “fail-first” approach to supporting lifelong career development. That needs to change.