BLOCK TWO: ADAPTABILITY AND LIFELONG LEARNING BLOCK FOUR: STRENGTHENING VALUE AND RESPECT OF HUMAN NEEDS The second block is about supporting the development of adaptable, resilient people who have the growth mindset and The leading employers of the future will prioritize their people, skills to prepare them for the future. Organizations with a learning investing in employees’ physical and mental wellbeing and creating culture and the ability to admit to mistakes are positioned to working conditions and wages that ensure all workers are treated thrive in the future, according to Claire. She pointed to how with respect and decency. An example of this is how Perpetual Microsoft has pivoted to the cloud as an example of a company Guardian, a New Zealand financial services company, 2 5 successfully transforming from a know-it-all to a learn-it-all culture. has experimented with the four-day working week. BLOCK THREE: INCLUSIVE AND CONNECTED WORKFORCE CLAIRE LEFT THE DIN GROUP WITH THREE IMPERATIVES FOR THE FUTURE OF WORK IN THEIR OWN BUSINESS: Claire highlighted the importance of organizations fostering a sense of belonging, being inclusive, supporting diversity • Adopt a piloting mindset to drive an innovation culture; and taking an active role in bridging the systemic inequalities that threaten society. Diageo, for example, has 44 percent • Make employees central to the design,implementation and female representation in the boardroom, has set up Asian and learning process; and African heritage groups, and runs a Rainbow Network for LGBT+ • Build authentic, transparent purpose into the day-to-day 3 employees. Jason Fried of Basecamp, meanwhile, has pioneered employee experience. 4 a new psychological contract that values impact over activity. AN INNOVATION AGENDA FOR THE COVID-19 ERA 10