Employers should focus on an idea embraced by Netflix known as "talent density," writes Josh Bersin, who points out the approach is critical as unemployment remains low, AI transforms companies and small, high-performing teams become more important. Improve talent density by hiring people who challenge the status quo, paying top performers better than others, rewarding employees for team achievements and empowering the workforce, Bersin writes.

Employers should recognize classism as a potential cause of workplace inequities related to recruitment, promotion and pay, says Baker Tilly Chief Diversity Officer Shane Lloyd, who points out classism is evident when people assign worth to others based on perceived social class. "Respect should just be something that's afforded to everybody in a workplace community," says Lloyd, who recommends employers create mentorship programs and be flexible with degree and college requirements.

Consider switching companies or industry if your salary has stagnated or you're only getting cost-of-living raises, and don't be afraid of being labeled a job hopper, says career counselor Allison Venditti. "We know that job-hoppers make more money. It's been proven."

Academia is increasingly making room for alternative academic careers outside of the traditional pathways, but there is still a long way to go in ensuring that these career paths are valued by those working in higher education, writes Sarah Dorr, director of professional development at the International Studies Association and research scholar in global affairs at the University of Connecticut. Academic institutions must integrate more training and professional development for these pathways, and individuals should focus on developing a culture of positive support, Dorr writes.

A Gallup study found 26% of men and 17% of women are interested in becoming senior leaders, with women's interest dropping if they are raising young children or would have to work 60 hours per week. Employers can help women attain leadership roles by setting clear performance expectations for career advancement, focusing on developing future leaders, listening to female leaders' concerns and being flexible about the needs of high-performing women employees, Gallup researchers write.