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by Alexandra York, Britney Nguyen, Emily Canal, and Tim Paradis

The workforce of today looks far different than just a few years ago. 

Workers and their employers are navigating a rockier economy that's emerging from the pandemic's bust and boom. Some companies are shedding tens of thousands of workers. Meanwhile, many employees and the corporate leaders who oversee them are engaged in a tug-of-war over work-from-home policies. Debates about how much work is enough so employees can thrive at their jobs while living fulfilling lives when they're off the clock are becoming more common.

Conversations that perhaps only bubbled up occasionally a few years back now fill boardrooms. Some companies are now having once-unthinkable discussions about whether to give up offices or try a four-day workweek.

For the fourth year, Insider sought nominations for human-resource leaders and experts who are driving change within their companies and industries. We asked questions about how standout HR leaders are navigating economic uncertainty, how they're supporting efforts around diversity, equity, and inclusion, and how they might be reimagining work. 

This year's honorees, similarly to those from last year, represent an array of US employers, including the entertainment company Lionsgate, the restaurant chain Chipotle Mexican Grill, and the biotech company Moderna. 

The accomplishments of leaders at these companies and others on the list include uplifting underrepresented talent and helping employees find balance and support for life outside of work — all to make their workplaces more equitable and productive.

Women hold most HR positions, and our list reflects that. This was unintentional but not surprising.

Listed in alphabetical order based on last name, here are 14 HR leaders making waves. The honorees' descriptions have been lightly edited for clarity and brevity.

… … …

Ann Marr, Executive Vice President of Global Human Resources at World Wide Technology

Company: World Wide Technology, an information-technology and consulting company. It employs between 5,000 and 10,000 people, according to LinkedIn. 

What she's doing to develop the workforce: My team and I have created partnerships for employees with unconventional backgrounds to grow their careers. We have several partners, like NPower, which sources talent from underrepresented communities, like military veterans, to take part in skills-based learning. Many of the individuals already have a passion for technology, so the partnerships include training and internship opportunities. 

WWT also has internal programs like the Grow with Google certification program, where internal employees can expand their skills and advance within the company. These programs allow us to support our employees and focus on retaining great talent.

What she's doing to support DEI efforts: After working with our ABLE ERG, listening to their feedback, and working with the HR team, we saw a need to further support our employees, so we created and hired an accommodations specialist.

To further support neurodiverse employees, we also launched a new program called iSocial, which offers professional-communication-skills workshops to those with ADHD, autism, dyspraxia, dyslexia, dyscalculia, dysgraphia, and Tourette's syndrome. This workshop is a series of case-based sessions designed to empower employees to thrive in their work environment.



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