Committed to Being Creators \of Talent at Scale and Meaningful \Work for All
We are #PeopleFirst. Every year, we impact millions of lives, connecting people with meaningful work and supporting them with guidance, advice, assessments, coaching and pathways to long-term sustainable employment. We are committed to being Creators of Talent at Scale and Meaningful Work for All.
Talent shortages have reached the highest level in 16 years, with 75% of global organizations reporting they cannot find the skilled workers they need. Now more than ever, companies and individuals need our help. That’s why we’re committed to being Creators of Talent at Scale and Meaningful Work for All.
Boosting employability and income prosperity through career guidance, assessment, coaching, upskilling and reskilling
Manpower MyPathIBM SkillsBuildExperis AcademyJA WorldwideUpskilling Our People
Championing diversity, equity, inclusion and belonging (DEIB) in the workplace, prioritizing people’s health and wellbeing, and committing to flexible work models to enable more people to participate in the workforce
Accelerating Gender ParityHelping Women ThriveBuilding LGBTQ+ InclusionSupporting RefugeesWellbeing & Mental HealthFlexibility & Culture
Preparing people for work that is more digital and fast-paced than ever requires upskilling at speed and scale. And because every worker is an individual, we offer highly personal, tailored guidance to help them achieve their career goals. Manpower MyPath achieves all of the above through a wide range of career advice and coaching:
Our MyPath Talent Agents are trained as personal career experts, combining coaching with AI assessment to deliver a data-driven concierge service to help people understand the skills they need to advance in growth industries such as IT, manufacturing and business operations.
Training and certification guidance for data-driven pathways MyPath participants access targeted and rapid trainings to gain in-demand skills. Upskilling is available through our powerYOU learning management system, as well as industry-recognized training partners and academia. We provide access to formal education and professional certifications – from high school diplomas to advanced degrees
MyPath medals are awarded by clients to our associates to endorse people for the soft skills they display – like collaboration, curiosity, teamwork, problem solving and communication. In 2021, 20,847 medals were awarded – a 56% growth over 2020 – and we know from experience that when people feel recognized, they’re more motivated and engaged on the job and in training.
Delivering on our Innovation strategy: Through MyPath we’re leveraging aggregate data to continuously improve our ability to measure existing performance while predicting future potential.Success breeds success: MyPath participants form our growing pool of in-demand, motivated talent, with higher retention, loyalty and reassignment rates: They’re 36% more likely to be reassigned than non-MyPath people. In Japan and the UK - two of our largest markets - 90% of MyPath associates were reassigned.Building the brand: MyPath Associate NPS (Net Promoter Score) is consistently 5 points higher than those who don’t participate in MyPath.Just getting started: We’ve transformed nearly 182,000 lives through MyPath across 15 markets since beginning the program. We’re committed to being Creators of Talent at Scale globally, identifying potential, closing skills gaps, improving employability, and building a more resilient, future-ready workforce.
For individuals who historically face systemic barriers to work – unemployed young people, refugees, veterans, women, minority populations – a path to a sustainable career in tech means job security and income prosperity. In 2021, Experis partnered with IBM SkillsBuild, alongside 30 other companies, community colleges, governments, and nonprofits, to help jobseekers from underserved populations upskill and connect to career opportunities: leveraging our data-driven insight on the tech roles employers are looking to fill, we are connecting SkillsBuild participants with careers in cloud and infrastructure, cyber security, data analysis, digital workspace and enterprise applications.
Working with Scania AB in Sweden - a global manufacturer of sustainable transportation systems — we adapted our Python Fullstack Developer course to accommodate candidates with no prior IT experience. We analyzed skills gaps to create a front-end training program and identified employees with transferable skills from their production, HR, finance and marketing teams for a 12-week reskilling experience — opening up a new pool of IT talent while retaining highly motivated employees.
In a world where 76% of IT & Tech employers report difficulty finding the skills they need, one thing is clear: demand for IT skills is advancing as rapidly as the technology itself is changing. By 2025, 90% of organizations will face shortages of the talent they need to support their digital transformations. New methods and innovative ways of finding and building talent are essential.
Our Experis Academy is an accelerated IT skills training program created to help organizations build their IT workforces from within. It offers new IT graduates and those in adjacent roles accelerated training (12 weeks or less) in the specialist skills we know are most in-demand — across Cloud and Infrastructure, Business Transformation Services and the Digital Workspace. Our AI-driven Experis Career Accelerator, a GPS for career advancement, helps individuals identify the most sought-after skills, and how to improve their competencies and experience.
Experis Academy graduated 1,500 developers and reskilled more than 3,000 people to date,in 2022 bridging skills gaps for more than 160 tech companies across 12 countries.
Experis Academy’s core 12-week development programs focus on Java Fullstack, Python, .NET and other certifications. Upskilling includes small classes and custom-designed curricula, ranging from one month to 18 months, including coaching and soft skills training. Upon completion, most Experis Academy graduates receive a permanent job offer. Experis Academy is how we’re kickstarting sustainable careers in tech. Organizations acquire the skills they need now, and individuals increase their employability and earnings potential.
We believe a sustainable career starts by helping young people develop the skills they need to succeed in the fast-changing future of work. Our partnership with JA Worldwide spans decades and stretches across more than 30 countries in support of their goal of inspiring 10 million students every year to dream big, identify their passions and reach their full potential.
Ekowz team with our Southern European Leadership Team outside our Milan HQ.
Our Chairman & CEO, Jonas Prising, shares our passion for preparing young people for work and in 2021 he was elected global Board Chair of JA Worldwide. Nearly 30% of our Senior Leadership Team and many of our other regional leaders are engaged with JA, and we have hundreds of employees volunteering their time and expertise each year to coach JA students in areas such as sustainability, digital literacy and more. In 2021, JA USA awarded us with the President’s Volunteer Service Award for the fifth consecutive year, in recognition for our service across the US and the deep impact our organizations are making together.
JA Europe CEO Salvatore Nigro, our Chief Sustainability Officer Ruther Harper, Accenture Europe Chief of Staff Lauren Morvan and Ekowz Co-Founder Sebastien Francotte at Viva Tech 2022.
One of the many JA alumni success stories to emerge from the last year is our partnership with Ekowz, the Belgium student-run company that uses data to transform waste management and consumption habits. As the recipient and winner of the 2020 ManpowerGroup Ready for Work Award, Ekowz received mentorship and virtual coaching sessions, along with individual and group assessments. In 2022, we began a pilot to implement their data-driven solution to reduce waste in our Southern European headquarters in Milan. We believe our partnership with Ekowz fuels both innovation and sustainability – that’s why we were proud to host Ekowz in our Working to Change the World Lab at Viva Tech 2022.
Our success in creating value for individuals and organizations around the world depends on our ability to unleash the potential of our own people – that’s why we invested $12M in 2021 for employee development across our key markets.
Through custom training, we upskilled more than 3,700 recruiters into Talent Agents. Experts in assessment, data and coaching, they’re now empowered to offer candidates personalized career guidance through our MyPath program.
We upskilled more than 2,000 sales people in 2021 with a series of curated online micro-learnings through our new Global Sales Academy.
As part of our commitment to diversity, equity, inclusion and belonging, we have launched our DEIB Influencer Recruiter Training and Certification, which aims to drive inclusive sourcing practices, like unconscious bias training, to deliver diverse talent results for our clients. The eight-module program is designed to engage under-represented groups, including people of color and veterans, and will be available to all our recruiters in North America by 2023. The certification program will be embedded in onboarding training for all new ManpowerGroup recruiters moving forward.
We continue to broaden and deepen our investment in our own people through our Leadership Development Programs, which are designed to meet people where they are in their leadership journeys, incorporating the 3 E’s of our development philosophy:
1. The Future Leader Program (FLP)Supports people in transition from individual contributor roles to first-time managers.2. The Accelerated Leadership Program (XLP)Advances leaders into more senior roles in a short period of time.3. The Strategic Leadership Program (SLP)Supports leaders with the ambition and mobility to attain the most senior roles.
1. The Future Leader Program (FLP)Supports people in transition from individualcontributor roles to first-time managers.2. The Accelerated Leadership Program (XLP)Advances leaders into more senior roles in ashort period of time.3. The Strategic Leadership Program (SLP)Supports leaders with the ambition and mobilityto attain the most senior roles.
Today, 60% of the workforce is female, with more women graduating and starting careers than ever before. It’s clear women are the future of work – and that’s why achieving gender equity across our leadership is our primary diversity goal: We are committed to achieving 50% gender diversity at global leadership level by 2025.
While gender diversity is our primary DEIB goal across all markets, our 17 largest markets have also established a secondary diversity targets. These are aligned with country-specific socio-economic challenges, cultural references and data privacy laws. Examples include: First Nations representation in Australia, people with disabilities in Japan, young people in Mexico, LGBTQ+ in the Netherlands, age diversity in Spain, and racial and ethnic diversity in the US. We know what’s measured gets done – that’s why we make it a priority to track and report on our diversity goals.
In the UK, logistics and supply chain is experiencing one of the most significant talent shortages. At the same time, women are under-represented especially in driving – only 1% of drivers are female. To support our clients while helping women to upskill to fill in-demand, well-paid roles, we developed our Manpower MyPath Women Drivers Academy. Together with UK’s leading driver training provider, HGVT, our Academy offers a three-month training pipeline with free accreditation and licensing, as well as skills assessment, interview coaching, CV support and more. The result: 3,000 job-ready candidates per year – a sustainable career for women in the UK and an answer to the driver shortage.
In Argentina, we’re partnering with public sector and social organizations to provide job guidance and mentoring to help women get back to work, including victims of domestic abuse or gender-based violence. In Italy, we launched TrasformAZIONE, vivere e lavorare con e dopo il tumore / TrasformAzione, living and working with and after cancer in collaboration with Europa Donna Italia and our ManpowerGroup Italy Human Age Institute. With a specialized team of psychologists, we are helping women who are current or former cancer patients identify and enhance their skills and provide them with other resources they need to re-enter the world of work.
The tech industry continues to boom, but is still lagging in representation of women. So we launched #WomenCoders in France, a web development training program dedicated to helping women acquire digital skills. Delivered in partnership with coding, school Le Wagon Marseille, and all three of our brands – Manpower, Experis and Talent Solutions — we’re recruiting, training and coaching #WomenCoders, guiding them toward sustainable career paths in tech.
Data tells us the pandemic has had a disproportionate impact on women in the workplace. Now is our opportunity to commit to ambitious goals, measure progress and reshape a future of work that works better for all.”
Our #GenerationEquality Mural in London created in partnership with the UN and Street Art for Mankind
We believe that all people deserve to feel safe, respected and able to thrive in the workplace – regardless of gender identity or sexual orientation and we are committed to LGBTQ+ inclusion within our own workforce. We are proud to have received a perfect score on the Human Rights Campaign 2021 Corporate Equality Index for the sixth consecutive year, and named Best Place to Work for LGBTQ+ Inclusion.
We’re also committed to helping our clients build equity and foster inclusive cultures. In 2021 we:
Released Words at Work, a guide to pronouns to lead the conversation with our clients and employers everywhere about using inclusive language and behaviors at work
Conducted research across Spain and Southern Europe to build awareness around the importance of LGBTQ+ individuals bringing their full selves to work
Partnered with PridePass, a job site in Singapore that makes it easy for members of the LGBTQ+ community to find employment. By aggregating postings from employers friendly to LGBTQ+ workers, we’ve placed more than 1,000 jobs in safe and inclusive workplaces
Helping all people access work is rooted in our founding more than 70 years ago. In the last decade, we have been intentional around including refugees integrate into the workforce – because we know that finding a job is a critical first step to resettling in a new home and building community. Leveraging our experience integrating refugees into labor markets across the world – from Syria to Germany, Afghanistan to the US – most recently we developed a three-pronged response plan to the Ukraine refugee crisis:
Providing immediate humanitarian aid and financial relief
Integrating refugees into the workforce
Partnering with clients, governments and NGOs, including the Tent Partnership for Refugees, Welcome.US and more
We are witnessing one of the largest refugee crises in modern times. I believe we must continue to step up and do our part as business leaders to help our neighbors resettle into new homes, rebuild their lives and find meaningful work.”
In 2021, we partnered with Welcome.US to create the Welcome Employment Exchange, a jobs platform to support Afghan refugees resettling and seeking employment in the US. In March 2022, we extended this work to include refugees from Ukraine arriving in the US. Our Employment Exchange is connecting refugee job seekers to 65,000 open positions from more than 330 employers with targeted roles and resettlement support.
In Poland, we developed our Manpower MyPath program to also include language training to prepare refugees from Ukraine for new roles and quickly find assignments for those ready to work.
We partnered with clients across Europe to review hiring requirements and redefine roles for women in automotive manufacturing plants that previously had not employed women.
We worked with labor ministries to change legislation and speed up the process of acquiring work permits. Within weeks, we helped change the law in the Czech Republic so that non-EU citizens can work in the country.
We are committed to connecting people of all abilities to meaningful employment. In 2021, we were proud to receive a 100% score on the Disability: IN’s Disability Equality Index and to be recognized as a Best Place to Work for Disability Inclusion for the sixth consecutive year.
Last year we made our Business Resource Groups (BRGs) even more inclusive, launching ABILITY, a group dedicated to advocating for employees with disabilities and allies. We are also creating resources and educating our clients on how to embrace a broader definition of DEIB, tapping into the unique skillsets of neurodivergent people and those with dyslexia through our partnership with Made By Dyslexia.
Putting #PeopleFirst means prioritizing mental health and wellbeing for our employees and associates. In 2019, we partnered with Mental Health First Aid (MHFA), to implement an accredited training course. Over 50 participants – from within our organization and extending to client companies – have been trained to proactively recognize and support colleagues struggling with mental health issues.
These Mental Health First Aiders provide a first touchpoint of support, compassion and care, while de-stigmatizing the conversation around mental health at work. They identify the symptoms of burnout and other mental health concerns, connecting employees with the professional help they need, and boosting overall wellbeing for the team.
ManpowerGroup UK is also active in the government’s Disability Confident program, designed to create a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop people with disabilities. As a certified Disability Confident leader of the highest level, we regularly educate other companies, including our clients, about Mental Health First Aiders.
This training has empowered employees to support each other. As the pandemic has amplified the mental health crisis, we are in a stronger position to maintain momentum and continue supporting our people.”
We believe flexible work is here to stay. At our global HQ and offices around the world, employees are adopting a more flexible way of working. With the support of their managers and teams, they can choose where, when and how to best do their jobs, instilling trust and enabling choice for our people.
We believe that flexibility will be the lasting legacy of the pandemic. Employees are rightly calling for more choice in when, where and how to best do their jobs. Companies need to listen, learn and adapt to what employees want.”
We know from our What Workers Want: From Surviving to Thriving at Work research that more than a third of employees want to choose where they work (workplace or home) based on their daily needs. Work My Way also enables us to tap into what our people want, and be more intentional about when and how we bring people into the office. For us, we leverage the 4Cs for moments of Connection, Collaboration, Celebration and Care. We believe that new ways of working are good for talent attraction, retention and employee engagement – our 2021 ManpowerGroup Annual People Survey (MAPS) shows consistently high levels.
