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Roundtable Recap: Key Challenges and Opportunities for Gender Diversity in the Post-pandemic Era

On November 24, Half the Sky gathered 9 leading corporates which included: Microsoft, Accenture, Equinix, Dupont, AkzoNobel, Avanade, Yara International, Johnson Controls, and Ciscofor our inaugural roundtable series: “DE&I Challenges & Opportunities for Corporates in a Post-Pandemic World.” This event was moderated by the HTS Founder & CEO Sabrina Hoand HTS advisor Duncan Hewett.The small group size and selective attendance maximized the opportunity for candid sharing, networking and learning value. We certainly got a lot of insightful pointers to share with you read on for a recap of the days event:It was noted throughout the roundtable that Diversity, equity, and inclusion (DEI) have the power to transform business by creating a truly inclusive workplace culture — which, in turn, drives employee satisfaction and retention. In fact, significant polls show that today’s jobseekers prioritize inclusion and want to feel like they belong over financial incentives.Although many companies believe in a DEI strategy many find they run into certain challenges that can complicate the process or keep it at a standstill.Here are the five key challenges identified during the roundtable: 1. Availability of diverse talent Ms. Irnizah Khusaini, of Johnson Controls, shared that one of the key reasons for such a scarce availability of diverse talent is because the industry is mostly pipelined by men. In the 2022 statistics, men are still dominant in the tech industry posing 73.30% over women that has only 26.70%. In addition, women who manage to work into a male-dominated tech companies are often met with lower pay for the same grade of work.Ms Khusaini also added that hiring managers should be encouraged to build more diverse teams and have more women in senior positions. Encouraging managers to view talent through a diverse lens, including the perspective of female talent, can bring valuable dynamics to teams in male-dominated industries, ultimately adding value to the business.2. Lack of initiatives for system changes For Ms. Lynn Dang of Microsoft, she mentioned that it is imperative that a system change should be implemented within the organization to create better roles and opportunities for female talents. “So, for industries like technology, we need systemic changes to enable a more inclusive workplace environment and it really starts from an early age so that young girls are encouraged to pursue careers in STEM” Ms. Dang said. Ms. Lynn also noted that one of the key challenges in implementing DE&I in today's corporate environment is the difficulty in maintaining the flow of female talents joining the tech industry. 3. Cultural challenges Ayaka Yamada, Senior Manager of Culture & Change at Yara mentioned that Japan is also facing cultural challenges when it comes to its female workforce. She shared that, “In Japan, it is unfortunate that women are not given the same level of appreciation for their work in the workplace.” Ms. Yamada also explained that in some cultures in Japan, women tend to stop working after they get married. “They think that they need to contribute a lot to the family and they need to dedicate their lives to housework and caring for their children and husband.” It was noted that Japan is ranked 120 out of 156 countries in the Global Gender Gap Index (GGI) in 2021 the worst ranking for an industrialized nation. 4. Nature of industry For Ms. Tiffany Chan of Accenture, one of the antagonists in improving gender diversity in the workplace is the nature of the of the industry. “I think all leaders are really supportive of having diversity and inclusion in our recruitment but I think the challenge is that the nature of our business makes it really hard to do so.” Ms. Tiffany explained. Further, for industries that focus on manufacturing and industrial work like Dupont, Ms. Angielina Tay noted that the real struggle for their industry is to find female professionals that fit in an operational manufacturing environment. “In our industry, it’s a real challenge to find field scientists, there are only a few female talents who are willing to be part of that kind of environment.” Ms. Angielina shared. 5. Hiring to fill not hiring to fitHiring quickly pose risks and possible detrimental outcome-- it may cause high turnover, lost time and wasted training resources. But most importantly, you might miss on diverse talent that’s critical to a company’s success.For Ms. Jalene Liu of Equinix, she shared the data that shows that female candidates should be nudged 7-9 times before they decide to join a company. Further, she said that hiring managers shouldn’t be in a rush to hire talent. “If the hiring manager is always in a rush, there's very little chance of onboarding diverse talents. So, they have to slow down and be focused on driving diversity, and you know, considering the diversity of candidates before deciding to hire.” Finding the right balance between speed and effectiveness should always be in the process of hiring managers. A lot of challenges on diversity and inclusion has been discussed but there are also key opportunities that were tackled in the roundtable. Here are 5 key opportunities that were discussed during the roundtable: 1. Remote work setup For Ms. Carole Hung of Akzo Nobel, she claimed that remote setups are especially conducive to working moms who are trying to get back in the workforce. “Remote work setups really help, it’s an encouragement to working moms to come back to society.” Ms. Hung said. Aside from working moms, Ms. Tiffany of Accenture also shared her learning experience on people with disabilities. She said that the option of being able to work from home opens a lot more opportunities for persons with disabilities. “They can have the flexibility to work from home now and I think this is an area that we can look into with more effort,” Tiffany said. According to Forbes, remote opportunities will continue to increase through 2023 and it’s been projected that more companies would move to remote setup.2. Culture of empathy in the workplaceForging a culture of empathy takes many shapes and forms in the workplace, even in a remote setup, this type of culture is supported by Ms. Jalene Liu, of Equinix. She said that having an environment with empathy makes a difference when it comes to mutual respect among employers, managers, and employees. She said “Being a good company also has something to do with the company culture, it should build a healthy environment for the employee, there should be.” 3. Right to disconnect Studies have shown that burnout and stress are the effects of an ‘always on’ culture on employees that are checking messages after work. Expert says that knowing how to disconnect after work is one way to resolve it.For Ms. Lynn of Microsoft, she shared her experience of learning the need to delay when it comes to reaching out to employees via email.“I realized I need to delay sending emails after working hours, it’s a way to respect and have empathy and not to disrupt other people's time.” Ms. Lynn explained. 4. Support for Diversity and Inclusion For Mr. Duncan Hewitt HTS advisor mentioned that men who supports women in the workplace are also the kind of allies the industry need to build diversity. On the same discussion, Denise Naidoo of Avanade Asia, added that leaders have the responsibility to ensure that the company represents the communities they live in. “It's about just rebalancing, everyone that comes there [should] feel like they can be their authentic selves and have a sense of belonging,” Denise said. In 2022, there has been a lot of progress when it comes to inclusivity at work. Progressive industries are now creating diversity campaigns to attract and welcome diverse talents around Asia and even the whole world.5. Better recruitment practices For Cisco’s, Mr. Gary Chua, in order to achieve a diversified pool of talent, one effective strategy is to encourage the participation of female talent from early career stages."We've just deployed techniques to start doing internships with female talent and we also started looking at cross-company mentoring of junior talent,” Chua said.In an article from the Guardian, it stated that gender-neutral job descriptions would reduce impostor syndrome among women looking to enter a male-dominated internship. When screening potential interns, companies should have diverse hiring panels and gender-neutral interview questions.The roundtable ended with a fruitful discourse of the challenges and opportunities each of their respective industries face. This discussion will surely reshape the culture of the corporate world to a better, more diverse environment. Join us on our mission to level the playing field for women at work and prepare for the future of work and become a company that cares.

Cisco Singapore – Paying It Forward @Willing Hearts

When the call for volunteering came, the Cisco Singapore team answered! Proudly wearing their recognizable blue Cisco tees, they embarked on their mission to pay it forward by spending the morning of Friday, August 19, at Willing Hearts.Willing Hearts is a non-profit organization that cooks and distributes 9,000 daily meals every day to more than 70 locations in Singapore. The organization recently moved to their new facility, an old school, as they expanded their scope beyond meals to include helping the homeless in Singapore.Mission: PossibleThat is where the Cisco team landed – cleaning and setting up the facilities, making the premises ready for use and helping Willing Hearts get off to a running start. Breaking up into smaller groups, each team armed with the cleaning equipment and tools went about their assignments to sweep and clean every corner of the three levels assigned to Cisco. That included 15-plus rooms, stairwells, windows, floors, toilets, common areas, cleaning and arranging furniture, and landscaping the garden patches!Putting their backs into it and applying the needed elbow grease, the smiling team motored their way, making the facility sparkly and squeaky clean! A special shout out to the Muscle Team, who did the heavy lifting, wheelbarrow moving, soil management, and gardening on what was a particularly hot day!At the end of it, the facility was ready for Willing Hearts’ homeless beneficiaries to pick up some vocational skills (IT, sewing, hairdressing, and more) to prepare them and make them self-sufficient for the future.Cisconians: People with Passion and a PurposeVolunteering and giving back to the communities where we live and work has always been part of our DNA at Cisco. The pandemic certainly made volunteering opportunities more difficult to do in person the past few years, let alone with a group of employees. But with conditions improving overall and employees returning to the office, the Cisco Singapore team was ready to get out there and give back and create better days in a big way!Cisconians went above and beyond to give back. 135 volunteers put in the work needed – 405 hours – to deliver cleaned and prepared premises for Willing Hearts as they started a fresh chapter. We’re especially chuffed about two things:One, this was the largest group of Cisco volunteers for a giving back event!Two, this was the largest group so far to turn up at Willing Hearts to help and donate their time!Giving back has always been ingrained in us and is an integral part of our Conscious Culture. We look forward to doing more this year!#WeAreCisco #GPTWLearn more about Willing Hearts: https://willinghearts.org.sg/This article was originally published here.

Cisco ASEAN’s Bee Kheng Tay leads the charge for women

Bee Kheng Tay, Cisco Systems’ president and leader of its Asean business, champions women in STEM and makes a strong case for flexibility in the workplace. Remember that hilarious viral video from 2017 when a political science professor’s children video-bombed him in his home office during a live segment on BBC? “BBC Dad” put forth a valiant effort to keep his composure while he awkwardly stuck out a hand to keep his boisterous kids away from the camera. Post-pandemic, many now dial into a video conference from home. Bee Kheng Tay, president of Cisco Systems and the company’s Asean business leader, observed while barely stifling a laugh: “Parents used to shush their kids and keep them and the furkids away from their WFH stations during a virtual meeting. Now, we have our kids say hello to everyone. Sometimes, colleagues sit with their babies while we talk. We have become more understanding and more empathetic when integrating work and personal lives.” THE FUTURE OF WORK Having been appointed president of the multinational technology giant last November, Tay is a vocal proponent of this flexible, inclusive approach to the workplace.Cisco, which topped the Singapore Best Workplaces in Technology list for 2021, even announced a “no return to the office” policy. “In the future, every Cisco employee will be a hybrid employee, and it will be entirely up to them whether they work from home, at a cafe, or in the office,” Tay tells The Peak via a Cisco Webex video conference from her home. According to this policy, employees are not required to come into the office regularly and may work from home or elsewhere. “Remote working has been in our DNA for many years. It is built on the trust that people will do their best, regardless of where they work from. I cannot look over their shoulders or breathe down their necks all the time,” says Tay. Although she admits to sometimes missing the camaraderie of interacting with colleagues in the office, she has also discovered that, while working from home during the pandemic, her productivity is “very high”. According to the tech veteran, who has more than two decades of experience across the Asia-Pacific and in Japan with multinational firms such as HP and IBM before joining Cisco in 2016, the key to implementing this is ensuring that technology supports this mode of work. “When you have a hybrid work environment, you have to lay the foundation for connectivity and communication well, and our technology fits perfectly into that. We have collaboration tools that can be better than face-to-face interactions, as well as security suites that allow employees to connect securely to systems and applications they need to access,” she adds. TECH FOR GOOD In a broader sense, the company recognises the need to close the digital divide. “We understand that not everyone is technologically savvy. Employees who work in different geographic locations, with different linguistic preferences, and in different work environments may have difficulties collaborating with others virtually,” she explains. Cisco’s technologies aim to level the playing field for all participants so potential obstacles such as language differences become less of a challenge. The Webex meeting platform, for example, offers noise cancellation and voice enhancement technology, as well as real-time transcriptions and translations to facilitate communication. A number of other services, such as DNA Spaces, a cloud-based location services platform already in use in Cisco’s Singapore office, are designed to make workplaces safer by monitoring occupancy and ensuring that social distancing and safety guidelines are being observed. Innovations and services like these can help companies accelerate their digital transformation, which is crucial now that the world is moving towards the post-pandemic era. “A lot of companies in Asean are now at an inflection point as to how they can go into a digital transformation much faster than they planned for. Timelines have compressed and if you do not act quickly, the survival of your business might be in jeopardy. Our goal is to help customers adopt technology faster and better,” she says. Tay points to artificial intelligence as a growth area in its suite of platforms, including networking, security, collaboration and data tools. By harnessing big data and analytics, productivity can be increased. “Enabling people to connect, communicate and collaborate is what we do. We want to be the bridge between hope and possibility through technology.” WOMEN IN STEM A self-professed dynamo who moves at a figurative speed of 100km/h, Tay is passionate about encouraging and empowering more women to pursue careers in STEM (science, technology, engineering and mathematics). “Women represent 50 per cent of the population. Women are very capable and can multitask. But we are under-represented. We should be better represented in this world,” she says. “Cisco values this diversity and people with a diverse set of world views. How can we be a company of the world without this?” Throughout her career, Tay has embraced the challenges of carving out a solid career in the tech sector. An accountant by training, she made the switch to the technology sector because she was “bored”. And this is where she found her intellectual match. “There is no such thing as a five-year plan. This is a dynamic industry that changes rapidly so you have to continually learn and improve.” At the same time, she does not shy away from describing the unique challenges faced by women in tech. “Working in this environment means long hours. As women, we have many roles to play as employees, employers, mothers, wives, and daughters, and we tend to want to be the best at everything we do. Having a demanding job and many responsibilities can be challenging. When you have young children, it becomes overwhelming,” she says. Tay discloses that at an early stage of her career, when her children, now aged 19 and 21, were toddlers, she considered quitting to spend more time with them. But her husband advised her against it. “I was quite angry with him then,” she says candidly. When he passed away 10 years ago, she realised that the years of hustle as a working mother were worth it. “I don’t know how I would have returned to my career if I had quit back then. But you will be amazed at how well you can manage things when you have no choice. As I advanced in my career, I had to be a mother and a father.” Tay’s approach has been to place lesser expectations on herself by focussing on one role at a time. “Perfection is impossible to achieve. When I am mothering, I try to be the best mother I can be without worrying about work,” she elaborates. If you are a woman today struggling with this choice, her advice is: “Believe in yourself and your support system. Know that whatever difficult challenges you are going through will pass.” STRETCHING HER MIND Tay’s other great passion is reading when she is not working. Her interest in particle physics, psychology and philosophy has led her to pick up non-fiction books during free time. As a counterbalance, she is also trying to read the top 100 books of all time, according to TheGreatestBooks.org. She has already completed about 30 books and is currently reading Marcel Proust’s In Search of Lost Time. The one that has had the greatest impact on her thus far has been Ralph Ellison’s Invisible Man, about social issues affecting African Americans in the early 20th century. A fitting choice for this powerhouse whose role involves making the world a more equal place for everybody. She says, “It allowed me to better understand how people who are being discriminated against feel. Empathy is just one part. As a reader, I felt as if I had taken the character’s place.” The original article was published here.Half the Sky's mission is to supply the tools that can give every woman the ability to build a successful career and be fully prepared for the future of work. So, that they can lead a healthy, prosperous and more balanced/blended lifestyle of their choosing. By building your confidence, you’re setting foundations to empower yourself and your career. The world is your oyster, and it starts with you. Enjoyed this article let us know your thoughts in the comments below:

Tech giant Cisco is giving its 75,000 employees the day off on Friday to recharge

Cisco has told its employees they can take Friday, May 22, off, giving them a four-day Memorial Day weekend.In a Tuesday email to the tech giant’s 75,000 employees, Chief People Officer Fran Katsoudas said the day off was meant to help the recharge after weeks of working remotely amid the COVID-19 crisis.“It might feel like there are so many reasons not to take a day off,” Katsoudas said in an email. “There are few places to go, people need us, and we enjoy our work. Our weeks and weekends are blurring together. Yet there is one reason to unplug: ourselves.”Employees who have commitments to customers or have critical assignments on that day will be allowed to take another day off, Katsoudas said.Cisco, a leading maker of enterprise networking gear, saw an uptick in demand for its products in the crisis after businesses scrambled to make sure their employees have adequate equipment to work remotely.But as in other major corporations, Cisco employees have also faced challenges while working from home. Katsoudas said some employees have had to adjust to their children suddenly having to learn remotely, while others also have had to take care of elderly parents.“We have a subset of our employees who are home alone and just feeling isolated,” she said!Another tech giant, Google, has also asked employees to take Friday off to address work-from-home burnout issues.This article was first published on Business Insider Singapore.

Committing $225 million to global COVID-19 response

Our world is changing day to day and it is overwhelming for businesses, governments, families, and individuals globally. The Coronavirus-19 (COVID-19) pandemic has us living in a dynamic and intense time, and we are continuing to help all of our stakeholders navigate these difficulties as we always do.Last week, I shared our commitment to helping our customers, partners, and people around the world take advantage of technology in this time of massive and sudden transformation. Since then, a lot has changed. Many of us are adjusting to working from home and social distancing while all of us are working to understand this new normal. Through all this, one thing has become clear – Cisco must, and will, do even more to help others respond to this global pandemic.Many people in our communities were already struggling before this tragic pandemic. People who were already vulnerable are facing even more risks to their health, stability, housing, and well-being. Nonprofits are struggling to serve their populations as the number of volunteers declines due to social distancing practices and donations are at-risk due to financial concerns.That is why Cisco is committing $225 million in cash, in-kind, and planned-giving to support both the global and local response to COVID-19. In addition, we are rallying our 77,000 employees and encouraging them to give what they can to help our community partners on the front lines bolster their operations in this time of need.Supporting Global EffortsAs part of our commitment, we are allocating $8 million in cash and $210 million in product to the global coronavirus response. We are focusing these resources on supporting healthcare and education, government response and critical technology. Part of this will go to the United Nations Foundation’s COVID-19 Solidarity Response Fund, supporting the World Health Organization’s (WHO) worldwide efforts to help prevent, detect, and manage the spread of COVID-19.Through our Country Digital Acceleration (CDA) program, we are providing funding for heads of state, government agencies, and businesses to rapidly deploy COVID-19-related technology solutions. We are also empowering those on the front lines with access to our critical technologies with our free Webex and Security offers. To date, we are helping to secure over 2.2 million people online, and Webex has facilitated virtual response meetings for the French, Canadian, German, Colombian, and other governments around the world.Supporting NonprofitsI am proud to say that thousands of Cisco employees in communities across 180 countries are focused on helping in any way they can. We have seen an outpouring of employees reaching out to contribute to the nonprofits helping their communities over the past few months. To support this, Cisco Foundation has launched a campaign allocating up to $5 million in grants and matching funds to make this happen.We have also established several funds to support a range of nongovernmental organizations in APJC, EMEAR, the Americas, and the San Francisco Bay Area. Additionally, we are launching a 72-hour employee giving campaign – “Let’s Give Together” – this week to encourage donations to these funds and to see how much we can raise in a few short days. I am so excited to see our teams work together virtually to support these causes. To support this, Cisco Foundation has launched an employee matching gift campaign of up to $4 million in total giving, and is allocating $1 million in additional grants to help nonprofit partnersWorking Together Across Silicon ValleyIn our own backyard, we are working closely with the Silicon Valley Community Foundation, Destination: Home, Second Harvest and leaders from various technology companies. I was humbled to see over 30 CEOs come together last week and pledge support for these and other organizations in our area over the coming days and weeks.In a testament to how quickly Silicon Valley companies can band together to address these challenges, tomorrow Cisco and several other companies will be announcing a multi-million-dollar financial assistance program for at-risk people. With support from Santa Clara County Supervisor Cindy Chavez, San Jose Mayor Sam Liccardo, and Destination: Home’s CEO Jen Loving, we will be able to rapidly support low-income individuals during this time.The Path ForwardTogether, as we chart our path forward, I am certain that our people will continue to do what’s right for the world. Over the past few weeks, I have been incredibly inspired by the way I’ve seen people come together, inside and outside of Cisco, and this gives me tremendous hope. We will continue to monitor the impact of COVID-19 on our employees, customers, partners, and communities, and evaluate other ways we can help as things evolve. While our world will be different as we move into the future, it is important that we stay focused on making a positive impact in every way possible.Enjoyed this article? Let us know your thoughts in the comments below:

Celebrate: Moving Forward with Courage, Empathy, Equality, and Community

My first few versions of this post looked a lot different. Six weeks ago, our incredible Women of Cisco employee group, of which I am very proud to serve as the executive sponsor, approached me about writing the cumulative piece in our four-part Women of Impact series. I was thrilled to participate and to stand alongside three women I really admire: Rola Dagher, Vicki Batka, and Wendy Mars. My original plan was to write about the importance of owning your narrative, something that I’ve been passionate about for years. But that was six weeks ago, and the world has changed quite a bit since then.As we all continue to adjust to our new normal, Coronavirus is the lens that we all look through. It’s the prism that colors everything right now. And so, while the ultimate purpose of this post is to celebrate some amazing women, and to thank the Women of Cisco group for an incredible month, it’s important to ground the conversation in the reality of the moment. As Thomas Freidman wrote recently in the New York Times, there’s a new historical dividing line: Before Coronavirus (B.C.) and After Coronavirus (A.C.). We’re a long way from the A.C. part of the timeline, of course, but it does invite us to reflect on what’s important, what we need to change, and what we want to keep.I’ve been involved in women advocacy groups throughout my career, and I’ve found that three themes are concurrent through all of that work: courage, empathy, and equality. Having the courage to stand up for yourself, to stand up for others, to ask for help when you need it, and to offer help when you can provide it. To truly listen – not just hear but listen – to people’s stories and then work on seeing things from their perspective. And working through our conscious and unconscious biases to ensure we are giving equal value and equal weight to each of those perspectives.This is oversimplifying things a bit, but when we look at the challenges facing us today, tomorrow, and for the foreseeable future, those three themes have never been more important. As the world shifts under our feet on a seemingly minute-by-minute basis, we are going to need courage, empathy, and equality more than ever.I’ll add one more. Six weeks ago, the Women of Cisco team showed me the plan for the month and all of the amazing workshops and activities we had scheduled. It was all about community, and the power of coming together this International Women’s Month. Six weeks later, our need for a sense of community is even more critical, albeit virtual.Thank you to the Women of Cisco team and for everyone who came with us on this month-long journey. Whether it was Rola imploring us to “Use the power you have to empower and inspire others,” Vicki showing us the magic that happens when a spirit of giving back is woven into the corporate culture, or Wendy advising us to take stock of what gives us energy and what drains it, there was no shortage of wisdom and inspiration this month.Pierre Trudeau, the former PM of Canada (and yes, Justin’s father), once said, “diversity is a fact, inclusion is a choice.” I’m proud to work for a company that has made that choice, and to sponsor a group of women who hold us to it. Thanks for a great month. Thank you for sharing, and as always, for showing up for yourselves and for each other. In a challenging time, you gave us something to celebrate.Enjoyed this article? Let us know your thoughts in the comments below:

These are the 12 companies workers don’t want to leave

In a tight labor market, job seekers have the current advantage of being able to change companies in order to secure better pay, benefits, flexibility and career opportunities. After all, the median length of time a worker spends with a given employer is just over four years, according to the Bureau of Labor Statistics.But some companies go above and beyond in their retention efforts, despite fluctuations in the job market.To find out which employers are doing it best, Workforce Logiq, a provider of artificial intelligence technology and services to businesses, created an algorithm to identify the companies where workers are least likely to quit.Workforce Logiq created a Talent Retention Risk score using different data points, including macroeconomic trends, company-level social media and news sentiment, employee churn indicators (such as hiring or firing announcements) and other factors that correspond with workforce volatility. Using these TRR scores, the algorithm can predict the workers who are likely to engage with an unsolicited message from a recruiter about a new job opportunity.This volatility can be measured across workers of a certain job title, industry, company and geographic location.Among the Fortune 100 companies, just 12 employers stood out as having below-average volatility scores, and therefore above-average retention rates.What high-retention companies are getting rightThe company with the best employee retention is E. I. Du Pont De Nemours and Company, more commonly known as DuPont, which is a chemicals company originally founded in 1802 that recently went through a merger with Dow Chemical in 2017. According to Workforce Logiq’s algorithm, just 20% of DuPont workers are likely to engage with a recruiter message offering a new job opportunity.Each company was also rated across five retention factors: company resilience, career growth, positive environment, business stability and strong leadership. DuPont won high marks in company resilience but lower scores for career growth and business stability.Company resilience and strong leadership were the strongest retention factors across the majority of high-retention employers. Meanwhile, companies that stood out for having some of the best positive working environments include Intel and American Express, according to the algorithm’s data points.The company that scored highest in its career growth offerings is Delta Airlines. The airline, which recently announced it will go fully carbon neutral starting March 1, set a goal to hire 12,000 new workers through 2020 across pilots, flight attendants and grounding staff. In October 2019, Bloomberg reported on the airline’s efforts to attract more than 10,000 pilots in the next 10 years by offering to cover training costs, loan forgiveness, coaching programs and other financial incentives.Workers are loyal to established companies that invest in talentAlthough certain companies scored better for retaining talent, there’s more to the score than meets the eye.It’s worth noting that high volatility isn’t always due to negative events within an employer or industry, says Christy Whitehead, chief data scientist and talent economist at Workforce Logiq.Instead, higher volatility scores could be more correlated to talent demand and dynamics in the market, Whitehead tells CNBC Make It.Take the job outlook for technology workers, for instance: “The market for software engineers is robust,” Whitehead says, “and they are smartly taking advantage of the market demand to increase compensation and move up the corporate ladder.”Higher volatility scores can also indicate a company is announcing or going through major digital transformations to improve its business offerings — arguably a good form of change that would still increase a worker’s TRR score.While the majority of the companies with loyal workers have been around for many decades, if not centuries, the youngest employers on the list have seen rapid success thanks to technology: Amazon, the e-commerce giant founded in 1994, and Cisco, the telecommunications company founded in 1984.For these major companies to scale quickly, they’ve likely invested well in both attracting new hires as well as nurturing talent over the years.“An expression that’s starting to trend in our world is that retention is the new recruiting,” says Workforce Logiq chief strategy officer Joe Hanna, “meaning employers need to do as much internal recruiting, marketing and engagement work as they do externally.”Here are the companies where workers don’t want to leave, based on their score determined by Workforce Logiq.1. DuPontHeadquarters: Wilmington, Del.Share of employees likely to quit: 20%Number of employees: 98,000Strongest retention factor: Company resilience2. HoneywellAn aircraft engine is being tested at Honeywell Aerospace in Phoenix.Alwyn Scott | ReutersHeadquarters: Charlotte, N.C.Share of employees likely to quit: 23%Number of employees: 114,000Strongest retention factor: Company resilience, strong leadership3. Lockheed MartinHeadquarters: Bethesda, Md.Share of employees likely to quit: 25%Number of employees: 105,000Strongest retention factor: Tie among company resilience, career growth, positive environment, business stability, strong leadership4. DeltaAn Airbus A320-212 operated by Delta Airlines takes off from JFK Airport on August 24, 2019 in New York City.Bruce Bennett | Getty ImagesHeadquarters: AtlantaShare of employees likely to quit: 15%Number of employees: 88,700Strongest retention factor: Strong leadership5. MerckHeadquarters: Kenilworth, N.J.Share of employees likely to quit: 28%Number of employees: 69,000Strongest retention factor: Company resilience, strong leadership6. AmazonHeadquarters: SeattleShare of employees likely to quit: 42%Number of employees: 647,500Strongest retention factor: Strong leadership7. MicrosoftMicrosoft Headquarters Source: Microsoft Headquarters: Redmond, Wa.Share of employees likely to quit: 43%Number of employees: 131,000Strongest retention factor: Strong leadership8. IntelHeadquarters: Santa Clara, Calif.Share of employees likely to quit: 25%Number of employees: 107,400Strongest retention factor: Company resilience, positive environment, strong leadership9. Best BuyBest Buy employees get a pep talk before opening during Black Friday sales in San Diego, California on November 24, 2016.Sandy Huffaker | AFP | Getty ImagesHeadquarters: Richfield, Minn.Share of employees likely to quit: 21%Number of employees: 125,000Strongest retention factor: Strong leadership10. American ExpressHeadquarters: New YorkShare of employees likely to quit: 30%Number of employees: 59,000Strongest retention factor: Positive environment, strong leadership11. CiscoCisco Systems headquartersGetty ImagesHeadquarters: San Jose, Calif.Share of employees likely to quit: 34%Number of employees: 74,200Strongest retention factor: Strong leadership12. The Coca-Cola CompanyHeadquarters: AtlantaShare of employees likely to quit: 20%Number of employees: 62,600Strongest retention factor: Company resilience, strong leadershipThis article was first published in CNBC Make ItEnjoyed this article? Let us know your thoughts comment below:

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