Latest news with #InStride
Yahoo
10-06-2025
- Business
- Yahoo
InStride Redefines Workforce Development Through Strategic Expansion
Empowering businesses with strategic education and skilling solutions that unlock career advancement and organizational impact LOS ANGELES, June 10, 2025 (GLOBE NEWSWIRE) -- InStride, a leading provider of strategic education and skilling solutions, today announced continued growth, accelerated by its new and transformative approach to workforce development. Recently named by TIME and Statista as one of the World's Top EdTech Companies of 2025, InStride has advanced its offerings to address critical talent challenges through education and skilling solutions designed to be career-aligned, industry-relevant, and tailored to its corporate partners' needs. In partnership with some of the most influential organizations in the Fortune 250, InStride provides nearly one million eligible employees access to over 2,500 education opportunities, helping prevent $73 million in student loan debt to date. 'Education benefits have come a long way from basic tuition reimbursement,' said Craig Maloney, CEO of InStride. 'We've reimagined them as strategic levers for HR teams to attract and retain talent, upskill their workforce, fill critical roles, and ensure their people are ready for what's next. Over the past six years, we've built programs that address such challenges and have seen the difference they can make for people and businesses alike.' Each of the following innovations was designed to make strategic education solutions more relevant, flexible, and effective—for the people using them and the companies supporting them. Award-winning, expanded offerings A broader, more flexible learning networkGone are the days of a one-size-fits-all workforce development. InStride's expanding portfolio of 2,500+ educational offerings with leading universities, such as Arizona State University, creates flexible pathways aligned with workforce demands. Formats include English-language programs, specialized healthcare certifications, and stackable credentials, all tailored to how people learn and grow. Career Education PathsInStride's award-winning Career Education Paths connect learning directly to career outcomes, increasing program completion rates. Honored by Fast Company and EdTech Breakthrough Awards, these structured paths are designed using Lightcast to map learning to 40+ specific roles across technology, healthcare, and corporate services. The result: higher engagement and a reliable pipeline of skilled talent. Dependent education benefitsInStride enables businesses to extend education benefits to employees' dependents. This allows employees at participating companies to use their benefits for spouses and children who gain access to career-aligned courses, certifications, and degrees, which enhances employee loyalty and retention as workers feel a deeper commitment to companies investing in their families. In turn, dependent benefits create a ripple effect beyond the workplace, helping to uplift communities by expanding access to education and opportunity for future generations. Supporting a skills-first approachInStride helps companies build talent strategies grounded in employee skills and capabilities. This includes helping companies identify the skills needed for key roles, map career paths, and uncover gaps between the skills employees have and the ones their businesses need. With that foundation in place, companies can make more informed hiring and promotion decisions—and use targeted learning programs to help employees build the skills to grow into critical roles. Pioneering, scalable, customizable solutions Hybrid clinical cohortsHealthcare systems can't rely solely on external hiring. InStride's hybrid clinical cohorts address staffing shortages in healthcare by combining online coursework with in-hospital training. With structured learning models to boost completion rates, they create pathways to in-demand roles like medical assistants, surgical technologists, and clinical lab specialists. This empowers employers to develop talent from within, which has proven to reduce staffing shortages and improve career mobility for existing employees. Industry-first franchise workforce education modelInStride's hub-and-spoke franchise education model allows franchisees to opt into and manage corporate education programs while customizing them for their workforce, providing centralized tracking and reporting tools for improved oversight. This balance between corporate structure and local flexibility helps franchise businesses retain and develop talent while maintaining a consistent workforce strategy. This approach has delivered impressive results, with over 50% of franchisees at one partner adopting the program in its first year and achieving a one-third higher retention rate for participating employees compared to non-participants. Custom solutions for accelerated capability buildingTo help businesses build specialized professional skill sets, InStride introduced Capability Accelerators, which provide custom academies tailored for specific roles including first-line managers, manufacturing and healthcare leaders; cohort-based learning with applied, real-world training featuring expert coaching and AI-enhanced tools; and university-backed content that blends academic insights with practical, job-relevant learning. 'We remain committed to building solutions that meet real workforce needs,' said Craig Maloney, CEO of InStride. He says of the company's future development: 'We're now investing more in AI that truly transforms individual careers and organizational success. We always start with our partners' business goals in mind—and by intelligently analyzing employee data like job roles, skills, and aspirations, we're better able to connect talent to the right education opportunities and personalized coaching support. That precision is what drives meaningful outcomes.'InStride solves corporate talent challenges with strategic education and skilling solutions. By breaking down barriers to learning, fostering career growth aligned with organizational goals, and simplifying program management, InStride delivers lasting impact. Partnering with forward-thinking companies like Labcorp, Adidas, and SSM Health, InStride drives meaningful social and business outcomes by providing access to life-changing education. Visit or follow InStride on LinkedIn for more information and up-to-date news. ContactSophia Puglisi, Communications Manager at InStride, 805-889-6273Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
IOL News
23-05-2025
- Business
- IOL News
Reimagining the corporate ladder: Why young professionals are challenging the traditional corporate ladder
Young professionals aren't disengaged, they're disillusioned with outdated systems, according to Talent & Culture Strategist, Leadership & HR Expert and Executive Coach, Anja van Beek Image: Pixabay Once a hallmark of ambition and success, climbing the corporate ladder is now being scrutinised by younger generations who are inclined to ask: "Is this even the right wall?" Millennials and Gen Z employees are challenging the old norms of professional advancement, as they prioritise purpose, flexibility, and meaningful work over traditional hierarchical success. While it may appear that these younger workers are simply disinterested in career advancement, their intentions are far more strategic and rooted in a desire for meaningful development. The Gallup State of the Global Workplace 2025 report reveals a staggering statistic: a mere 21% of employees globally feel engaged at work. This disengagement seems to stem from a troubling scenario—managers, the very individuals expected to inspire and lead, are finding themselves burnt out and demotivated. The consequences of poor management ripple downwards, making the ladder seem less appealing to younger workers down the line. Climbing to what, exactly? Younger professionals are seeking growth, but not in the traditional sense. An InStride survey indicates that over 80% of respondents desire educational benefits to help with career development. Yet, with the rise of AI and automation, many industries are becoming unstable, leading to doubts about the security of the professional path ahead. A 2023 McKinsey Global Institute report warns that as much as 30% of current work hours in the U.S. could be automated by 2030—a forecast that is particularly concerning for younger individuals already facing high unemployment rates. In South Africa, youth unemployment stands at a staggering 46.5% for those aged 15 to 34. In this climate, young workers are not merely disengaged; they are discerning. Why climb into a storm where stability is uncertain? The manager dilemma The Gallup report paints a sobering picture of the manager experience. Their increased levels of burnout, coupled with diminished wellbeing and poor work-life balance, paint a grim landscape for those aspiring to lead. In South Africa, where businesses grapple with systemic pressures, the burden on managers can be especially burdensome, fuelling the perception that climbing the corporate ladder may lead only to greater disillusionment. As a result, today's young professionals are taking a more intentional approach to their careers, favouring roles that offer autonomy and purpose rather than blind ascension. This shift represents a substantial cultural change, one that poses a challenge to traditional business structures. Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Advertisement Next Stay Close ✕ The purpose paradigm Younger generations are passionate about their impact on the world. According to Gartner, 74% of employees want their organisations to take a stand on societal issues—a sentiment that holds significant weight in South Africa's intricate social landscape. Hence, finding meaningful work is not just a preference but a necessity for today's young talent. What companies can do Adapting to these evolving expectations is crucial for businesses aiming to attract and retain young professionals. Here are some strategies to consider: Create transparent, flexible career pathways: Instead of imposing a rigid ladder, think of building a jungle gym, offering employees diverse paths for exploration, including lateral moves and passion projects. Instead of imposing a rigid ladder, think of building a jungle gym, offering employees diverse paths for exploration, including lateral moves and passion projects. Rethink the manager role: Address the engagement crisis among managers by offering coaching and support that empower rather than drain. Address the engagement crisis among managers by offering coaching and support that empower rather than drain. Invest in skills, not just titles: Cultivating a culture of continuous learning is essential. Companies like AT&T have invested heavily in retraining efforts, showcasing the potential benefits to internal development. Cultivating a culture of continuous learning is essential. Companies like AT&T have invested heavily in retraining efforts, showcasing the potential benefits to internal development. Enable purposeful work: Companies should align their missions with social impact to attract talent motivated by more than just profit. Companies should align their missions with social impact to attract talent motivated by more than just profit. Champion flexibility: Embrace diverse work models that allow employees to balance their professional and personal lives effectively. The Bottom Line The question is not why young people are reluctant to climb the corporate ladder, but rather why organisations have not reimagined this pathway. These disillusioned professionals are not uninterested; they are expressing a desire for a system that resonates with their values—a system that promises well-being and purpose as part of the professional journey. If we want future leaders to flourish, we must create a landscape worth aspiring to. Forget the ladder; it's time for businesses to build something better. IOL
