AI is moving so fast. Are your working methods keeping up? And how are you looking at your AI strategy and how that impacts your people strategy?
In the past few weeks, we have been tracking the news stories. We have seen warnings about AI replacing entry-level roles, with thousands of graduates unable to find work. We see employees staying silent about mistakes and afraid to speak up. We can also see government moves to improve maternity pay and retention. These are not random headlines. They show us what is happening at work and how people are being considered.
If your AI strategy is focused on speed and efficiency, but your team design, culture and leadership pipeline are standing still, there is a gap. And that gap sits with how you consider people. As technology advances, how can people leaders keep pace with the changes and consider new people strategies?
From The Edges is our view on what we are seeing through our work and through the news stories. There are key things for people leaders to consider with the rapid adoption of AI. Work is changing fast. We need to ensure people are included along the way.
Plus, we share our news, and the actions you can take.
Stories From The Edges...
Is AI driving job losses at a faster pace than job creation?
Technology Secretary Liz Kendall has acknowledged that while AI will create new roles, the UK is currently losing more jobs than it is generating. Ministers are even debating whether a Universal Basic Income could be needed, with a levy paid by tech companies. What happens to entry-level talent pipelines if there are no entry-level roles?
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Over 700,000 graduates are out of work
Analysis from the Centre for Social Justice reported that over 700,000 graduates are out of work and claiming benefits. At the same time, tech companies talk about talent shortages, but entry-level roles are being cut. This looks like a structural mismatch in the jobs market: AI is reshaping demands, but there needs to be pathways into careers. What people strategy are you putting in place?
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45% of Employees Feel Unsafe Raising Mistakes
Research from Mental Health First Aid England found that nearly half of employees do not feel comfortable raising concerns at work. 15% admitted to making preventable mistakes because they felt stressed and unable to speak up. Innovation depends on experimenting, sharing mistakes and learning from them. AI can optimise systems, but it cannot compensate for a culture where people feel unsafe. How are you prioritising creating cultures of psychological safety?
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Maternity Pay Reform Signals Retention Pressure
The UK Government has pledged to double full maternity pay for teachers from four to eight weeks as part of its schools white paper. This sends signals to other sectors and could drive reforms. Flexible working and parental equity are becoming competitive differentiators. If AI changes how we work, but parental policies remain outdated, your retention risk increases
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Worried about ageing? Science says we peak at age 60
And a positive story to cheer us up. A fascinating piece of research has found that psychological functioning actually peaks between the ages of 55 and 60. This age range may be when people are at their best for complex problem-solving and leadership in the workforce. This includes core cognitive abilities such as reasoning, memory span, processing speed, knowledge and emotional intelligence. Emotional stability peaks at around age 75. Consider what you have in place for cross-generational working and understanding.
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AI will not fail because of the technology. It will fail because the people strategy did not keep up with the pace of change.
If your entry routes are shrinking, your teams are staying silent, and your retention depends on outdated policies, innovation becomes fragile. The companies that win with AI will not just automate faster. They will redesign teams, strengthen inclusive leadership and protect their future talent pipeline while they scale.
At Edge Of Difference, we help People Leaders close that gap. Practical leadership programmes, future talent pathways and culture training built for high-growth environments.
If AI is moving quickly in your business, your people strategy needs to move with it.
Let’s make sure it does.
And now news from us...
Mo in the Sussex Business Times Promoting Herstory 5
Herstory 5 is an event run by Prior Marketing and Media. The event is about leaders who lead with purpose. Mo is joining the panel and was part of a photoshoot to promote the event. It's on March 6th in Brighton. Read the article below, and there is information about tickets there.
Exclusive Offer For Subscribers
Our Inclusion Readiness Reviews have helped many leaders prioritise how they work. As a special offer to our subscribers, we are offering the review, with a free one-hour session with us to help you prioritise your actions. Click on the button below to tell us about your company, and we will be in touch.
Starting your journey to allyship?
It can be difficult to know where to start. You read the news stories, you know you need to do something, but where do you start? One of the ways to start your journey to allyship is by doing some learning. We have two options for you to get you started.
What Do I Say? Resource
Learning about allyship is one thing, knowing what things to say is another. This guide gives you information on how to hold people accountable and challenge discrimination
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£5.00
Allyship - What Do I Say? Resource
A resource on how to hold people accountable and challenge discrimination.
This resource is linked to our Allyship To... Read more |
Allyship bundle - training and guide
The Allyship Bundle gives you an online, on-demand version of our Allyship To The Edges training. So you can learn in your own time. If you buy this, the What Do I Say? Guide comes free with it. So you can get working on the actions you can take.
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£149.99
Allyship To The Edge - On Demand Training
An on-demand training course to watch in your own time on how to be an effective ally.
With a guide to accompany the... Read more |
Inclusion Power-Up Programme
What do our typical training programmes look like? A programme we run with companies is our Inclusion Power-Up. This programme helps your whole team learn about how to communicate inclusively and with impact. Everyone who interacts with clients needs to think about their communication.
The programme includes:
- Analysis of your diversity, equity and inclusion data
- Lead The Difference - Inclusive leadership training for leaders
- Edge Awareness - biases training for everyone
- Allyship and language training for everyone
We can also help you set up an employee group as part of this programme. Find out more here:
