Food & Beverages

The global human resource outsourcing (HRO) market size is estimated to grow by USD 13.3 billion from 2024-2028, according to Technavio. The market is estimated to grow at a CAGR of 5.28% during the forecast period. Digitization of human resource outsourcing is driving market growth, with a trend towards rise in adoption of recruitment analytics. However, increased dependence on outsourcing agencies poses a challenge. 

HR outsourcing markets witness an uptick due to the growing need for managing large volumes of workforce data. Advanced IT solutions, such as analytics, offer insights for efficient recruitment. Structured data provides valuable information for recruiting top talent. Analytical tools offer quick insights for HR executives. Proactive recruitment using big data and social media is becoming standard. Innovations in interviewing and testing processes enhance the recruitment process. 

The Human Resource Outsourcing (HRO) market is currently experiencing significant growth, with organizations turning to external providers for various HR functions. One trend in this space is the use of technology for streamlining processes, such as automating recruitment and onboarding. Another trend is the increasing popularity of outsourcing strategic HR functions, like talent management and employee engagement.

Furthermore, there is a growing demand for customized HR solutions that cater to specific industry needs. Additionally, cost savings and improved efficiency continue to be key drivers for HRO adoption. Overall, the HRO market is expected to continue expanding as more businesses seek to optimize their HR functions. 

True Colors, a leading authority in talent development and cultural enhancement, proudly announces the launch of its highly anticipated Talent Acquisition Program. This innovative solution is designed to assist businesses in navigating the complex landscape of talent acquisition, enabling them to attract, assess, and hire the best talent to drive success and foster a thriving workplace environment. Theresa Stairs, COO, states, "We've heard from many of our clients about the challenges they face in hiring and retaining top talent. With our years of experience, I am thrilled that we now have a program and tools to help our clients significantly enhance their Talent Acquisition efforts."

In today's dynamic business environment, the stakes of talent acquisition have never been higher. Organizations need a strategic and efficient hiring approach, as the cost of a bad hire can reach up to 50% of an employee's annual earnings. The Tailored Talent Acquisition Program, a unique offering from True Colors^®, provides a powerful solution with distinctive advantages. These include cost-effective hiring, data-driven decision-making using psychometric assessments, comprehensive training for the entire hiring team, and a modernized approach to competency questioning, all while prioritizing candidate engagement. With detailed implementation guides, ample resources, and access to additional advisory sessions, participants receive a holistic approach to strengthening their recruitment efforts and ensuring long-term success.

The program is a catalyst for change, fostering engagement, and boosting organizational retention. It's not just about filling vacancies, but about shaping the future success and sustainability of your workforce.

The Tailored Talent Acquisition Program empowers organizations to effectively attract, assess, and hire top-tier talent. Key benefits include minimizing hiring risks, saving valuable time and resources, achieving greater efficiency in the hiring process, fostering enhanced candidate retention and engagement, and building winning teams with the right talent.

Mars, Inc., has announced the launch of an ambitious sustainable dairy plan that will be backed by a $47m investment over three years  a significant financial backing that is part of the multinational’s broader climate cash commitment, totaling $1 billion over the same period. 

The company’s new climate-first approach to dairy sourcing, dubbed Moo’ving Dairy Forward, will work to reduce the carbon footprint of dairy in line with its 2030 ambition to slash emissions by 50%*. 

The move signals another mile-marker in the CPG giant’s recently published open-source roadmap to “net zero”. Mars will work with a cohort of industry leaders to implement a host of meaningful on-farm interventions focused on critical areas such as enteric methane reduction, efficient manure management and sustainable feed production. 

As part of the Moo’ving Dairy Forward Sustainable Dairy Plan, a new industry-leading collaboration with dairy cooperative FrieslandCampina, one of the world’s largest dairy producers, is set to result in the establishment of the Mars-FrieslandCampina Sustainable Dairy Development Program – an unprecedented initiative that will dedicate a group of farms to Mars’ dairy supply. To deliver more sustainable dairy, the program will serve as a platform where new practices and innovative technologies can be refined and scaled-up in a focused and accelerated environment, with an ultimate goal of broader adoption across the entire co-op. 

“Doing our part to keep our planet healthy is an absolute non-negotiable for us at Mars,” said Amanda Davies, chief R&D, procurement and sustainability officer, Mars Snacking. “But our vision for more sustainable dairy will only become a reality with the support and actions of farmers and our suppliers. Which is why, as part of our Moo’ving Dairy Forward Sustainable Dairy Plan, we’re putting millions of dollars directly back into the pockets of farmers through our contracts to help them make climate smart changes to the way they farm. Together, I know that we can forge a path that helps address climate change head on and contributes to reshaping our wider industry for a more sustainable future.” 

Building on an ethos of investing in long-term innovation, Mars has launched three pilot “net zero” dairy farms with the DMK Group in Germany. The sites will study and aim to implement new science and technology with an ambition to create a scalable and economically viable pathway to net zero dairy. The five-year project is a first-of-its-kind for the prominent food and pet care and services conglomerate. 

According to recent data, there are more mothers of young children in the workforce now than pre-pandemic. While this progress is promising, women in the workforce face significant challenges throughout their pregnancy and postpartum journeys, according to a new Maternal Health in the Workplace report from Carrot Fertility. As the leading global fertility and family-building platform, the company commissioned a survey of 1,260 women in the U.S. to understand the full impact of the pregnancy journey – from prenatal preparedness to return to work – on mothers in the workplace. The results highlight specific obstacles they face and the need for more comprehensive maternal health support.

Among mothers who were surveyed, preparedness for pregnancy at all stages is lacking. Just 50% of all respondents felt prepared going into the prenatal stage, with the percentage declining to 38% in the postpartum stage, and 39% upon returning to work. The report also highlighted consistent racial disparities across many areas of maternal care, with preparedness for Black and Hispanic mothers falling behind other groups at each stage. 

As a potential contributor to feeling unprepared, Black and Hispanic respondents express higher levels of dissatisfaction with their professional medical care at each stage of the pregnancy experience. In fact, 34% of Hispanic mothers are dissatisfied with their medical care during the return-to-work phase, compared to 21% of white mothers.

Multiple challenges, including financial, mental health, and workplace concerns, are encountered throughout pregnancy, with minority women impacted differently

A majority of respondents faced challenges across multiple aspects of the pregnancy experience, including availability of information about prenatal care procedures, tests, and guidelines (55%); inflexible work schedules and the inability to take time off for appointments (65%); comfort levels asking questions and/or voicing concerns with their doctors (52%); cost of care (67%); getting sufficient help/support from family members (55%); and mental health (66%).

Racial disparities impact the types of serious challenges working women experience during pregnancy. Hispanic mothers are most likely to be seriously challenged by the cost of care (35%), while white mothers are most likely to have serious mental health challenges (32%), and Black mothers have the greatest challenge getting sufficient help from family (26%). The dynamic of disparate serious challenges extends into the postpartum phase with Hispanic mothers remaining seriously challenged by the cost of care (29%), and Black mothers are still challenged most by lack of sufficient help/support from family (26%). For Black mothers, 55% also have a different racial/ethnic background from their OB/GYN and among these respondents, 46% had at least one challenge as a result or would have preferred a doctor with the same background.

The geographical location of respondents also impacted care, with challenges heightened for rural mothers who are especially likely to miss OB/GYN appointments (68%) compared to 55% overall. Rural mothers are also most likely to report severe complications while giving birth (25% compared to 16% overall) and are least likely to be educated on all birthing options (49% compared to 66% overall). They also face serious challenges regarding the cost of childcare and transportation for appointments more often.

Maternal mental health challenges are reported, but not always addressed

While two-thirds of respondents share that their mental health was a challenge while pregnant, not all sought help. Among those who did not seek mental health support, cost is the most common barrier for white mothers (44%) and Hispanic mothers (43%). Black mothers (37%) and Asian mothers (43%) most often report not knowing where to find support.

Another factor is the upcoming presidential election. The majority of respondents expressed concerns, with 57% saying the election may impact their mental health and 68% worrying that political rulings could negatively impact maternal care. There is also agreement among respondents (74%) that candidates' maternal health policies will strongly impact how they vote.

More than 9 out of 10 women cite major difficulties returning to work

Lack of flexibility at work is a dominant obstacle facing working mothers. The majority (55%) miss OB/GYN appointments during the prenatal or postpartum phase due to a combination of inflexible scheduling (31%) and the inability to take time off from work (29%).

More than half of all respondents were eager to return to work (52%), yet also overwhelmed and nervous (51%). Nearly all mothers (91%) cited at least one major challenge returning to work, including child care (35%), balancing workload with other demands (32%), and continued career advancement (30%).

How employees responded to return-to-work challenges also differed by race with white mothers the most likely to explore other job options with better postpartum and return-to-work benefits (29%), Black mothers most likely to simply not return to work (20%), Hispanic mothers most likely to consider leaving the workforce (25%), and Asian mothers most likely to negotiate a flexible return-to-work arrangement (42%).

"We have an opportunity to support mothers throughout their pregnancy and postpartum journeys and help them successfully transition back into the workplace," said Tammy Sun, Founder and CEO, Carrot Fertility. "This report highlights the many maternal health challenges women face and the importance of investing in more workplace support to help ease this burden for employees so they can live balanced lives, in and out of the office. At Carrot, we support our members throughout their pregnancy and postpartum journeys. With our guidance, 9 out of 10 members who have a pregnancy Carrot Plan return to work after their pregnancy."

Workplace benefits, throughout the pregnancy journey and returning to work, positively impact employee attraction and retention

Fewer than half of respondents (43%) say the majority of their return-to-work needs were met, with 19% citing they lacked the employer support needed to succeed in returning. This dynamic increases for Black and Hispanic mothers, who express higher levels of dissatisfaction with their employer support levels at each stage of the pregnancy experience. Especially notable is that 34% of Black mothers are dissatisfied with employer support during the return-to-work phase, compared to 26% of white mothers.

Less than half of all respondents receive employer benefits that cover a variety of pregnancy and postpartum services, such as a birthing doula or midwife, lactation support, and access to pregnancy-related classes like prenatal yoga and meditation.

The vast majority of working mothers (84%) agree that more pregnancy, postpartum, and return-to-work support would make them more likely to stay at their company, with 79% stating pregnancy-related benefits are important when assessing future job opportunities, and 57% emphasizing they're very important. Flexible work scheduling is the workplace benefit most commonly cited as important for a successful return to work, with return-to-work plans second highest, and dedicated breast pumping workspace third. Notably, 80% of working mothers want access to both telehealth and in-person maternal care.

"The medical and emotional needs of working mothers can be complex and their care should be highly personalized," said Asima Ahmad, MD, MPH, FACOG, Co-founder and Chief Medical Officer, Carrot Fertility. "This report highlights that offering additional support in key areas such as workplace flexibility and affordability and accessibility of care can greatly impact not only the emotional and physical well-being of mothers, but also the health of the company through increased attraction and retention of talent. I hope more companies realize these dual benefits and help address this critical gap for employees."