Beyond the HR Calendar How ERGs Are Driving Real Culture Change

Beyond the HR Calendar: How ERGs Are Driving Real Culture Change

Diversity & Inclusion

Recognition calendars are increasingly becoming a reflection of organisational identity, not just a schedule of awareness dates. The most effective organisations use these moments to reinforce culture, strengthen belonging, connect employees to purpose, and create opportunities for education and advocacy throughout the year. Rather than relying on top-down HR campaigns alone, many are shifting toward community-led approaches where employee networks, affinity groups, and mission-aligned teams help shape how these moments are recognised.

Case Study - Netwealth Talent Story - From EVP to Employee Voice

From EVP to Employee Voice

Case Study, Employer Branding

Like many organisations, Netwealth had a clearly articulated EVP. However, it largely lived in messaging and assets rather than in visible, employee‑led stories. From a TA perspective, this created a credibility gap.  Candidates were increasingly sceptical of polished employer branding, while employees were unsure how, or whether, to share their own experiences publicly.

How MYOB's TA Team manage Careers, Mobility and Talent Pipelines

How MYOB’s TA Team manage Careers, Mobility and Talent Pipelines

Case Study, Mobility & OD

Despite strong internal capability, we continued to rely heavily on external hiring for critical roles, with limited visibility of internal talent and inconsistent career conversations happening across the business. We introduced career conversations initiative. This initiative aligned strongly to broader business goals, including building future capability in a competitive tech market, improving retention of critical talent, increasing organizational agility, and reducing dependency on external hiring by unlocking internal talent pathways.

Why Good Business Cases Fail. The 3Rs of Strategic External Workforce Investment.

Why Good Business Cases Fail

Contingent Workforce

Many business cases fail because their value isn’t translated into executive priorities. Learn about the 3Rs of Strategic External Workforce Investment: Relevance, Reliability, and Responsibility. This practical framework helps organizations turn simple funding requests into compelling strategic investments by connecting workforce data to executive goals, backing claims with credible evidence, and proving safe, effective delivery.

How Bupa is creating flow and joy in Talent Acquisition

Case Study

The case study explores Bupa’s broader focus on productivity, employee wellbeing, and delivering better customer outcomes. Rather than treating productivity and engagement as separate challenges, the project reframed work design as the lever to improve both simultaneously. The goal was to create a more human, future-ready TA function where people spend more time on meaningful, high-impact work.

From Recruiter to Commercial Coach (1)

From Recruiter to Commercial Coach

Talent Intelligence & Advisory

In 2026, the most effective talent acquisition professionals have stepped into the role of commercial coach. By moving beyond order-taking, these partners provide the value, data, and perspectives that hiring managers simply don’t have. This shift ensures that before a role is even posted, the strategy has been challenged and refined to maximize ROI and strategic alignment with departmental goals.