Jenn Callaway, council director
Why aren't manufacturers' efforts to improve diversity and inclusion improving the sector's overall diversity? According to new MAPI research, the problem stems from implementation strategies. Many companies are stuck in a programmatic mode and aren't embedding diversity and inclusion into the operational fabric of their businesses. Blog

Angelica Hamilton
Read our recap of MAPI's recent webinar on Zika and mosquito-borne illnesses for information on transmission, symptoms and travel precautions as well as steps employers can take to educate and protect their employees. Blog

Businesses should not be afraid to launch products or services that might fail or lose money, writes Andrew Hargadon, because such efforts can be test runs for more successful innovations. "If your company isn't regularly making commitments to drive new product or process innovations, you're losing your ability to do so," he writes.

When hiring at Marsh & McLennan Cos., CEO Daniel Glaser says he looks for people who "feel a permanent dissatisfaction" with the status quo. The best employees, he's found, are those who are "kind of impatient, there's an urgency about them, even a little edginess."

Organizations with fair compensation and a cultivated culture are more likely to get employee referrals for people who otherwise wouldn't be job-hunting, Sharon Florentine writes. Public recognition, including bonuses, is a great way to acknowledge new employees and those who recruited them, says Rich Milgram, chief executive of job search marketplace Beyond.com.

The UK's vote to exit the European Union provides an interesting object lesson for US manufacturers and the far-reaching effect globalization can have, writes Cliff Waldman, director of economic studies at the MAPI Foundation. A case can be made that the UK will pivot toward North America, opening a new manufacturing market for US companies.