Marriott International Named a 2026 Where You Work Matters Platinum Employer Accessibility StatementSkip Navigation Key Facts BETHESDA, Md., March 25, 2026 /PRNewswire/ -- Marriott International today announced it has been recognized as a 2026 Platinum Employer on the Where You Work Matters List, the highest overall distinction, honoring U.S. employers that create highquality jobs and expand opportunity through strong career advancement and longterm retention. Marriott is the only hotel company that is a pl ...

Core Insights - The supply chain industry is increasingly focusing on mentorship, employee development, and inclusivity to enhance workplace diversity [2][7] Group 1: Industry Evolution - The supply chain industry has seen significant evolution with greater awareness of career opportunities and the establishment of formal mentorship and employee resource groups [7] - Companies are prioritizing employee development training and fostering inclusivity to create a supportive work environment [2][7] Group 2: Leadership and Inclusivity - Industry leaders are crucial in promoting inclusive cultures by listening to employees and making necessary adjustments to support their success [8] - Removing barriers and fostering connection among employees are essential for creating an empowered workplace [8] Group 3: Personal Journey and Mentorship - The career journey of professionals in the supply chain often begins with academic interest, as seen in the case of a senior operations management class that inspired a passion for the field [5] - Strong mentorship is vital for navigating the industry, with initial support often coming from professors before finding mentors within the industry [6]

Core Insights - ibex has been recognized as one of the Top 10 Best Places to Work for Service Professionals in the Caribbean and Central America, highlighting its exceptional workplace culture and employee experience [1][10] - The company has achieved the Great Place to Work Certification five times in Nicaragua, including in 2025, reflecting its commitment to employee satisfaction and engagement [1][2] Company Growth and Strategy - ibex Nicaragua has expanded its workforce to over 2,200 employees, driven by strong client demand and strategic diversification into sectors such as technology, utilities, gaming, and waste management [2] - The company is celebrating its 10th anniversary and continues to strengthen its operations in Nicaragua, Honduras, and Jamaica, positioning itself as a leader in the business process outsourcing (BPO) industry [2][4] Employee Development and Workplace Culture - ibex emphasizes a comprehensive approach to employee development, offering modern facilities, dedicated learning centers, and open collaboration spaces to foster a positive work environment [3] - The company is recognized for its competitive compensation and career advancement opportunities through training and development programs, which contribute to a better employee experience and, consequently, a better customer experience [3][4] Industry Position and Commitment - ibex operates approximately 30 facilities globally and manages nearly 170 million customer interactions annually, leveraging a diverse team of over 36,000 employees and advanced technology [6][7] - The company is committed to investing in its workforce, driving innovation, and creating meaningful career opportunities, reinforcing its status as an employer of choice in the region [4][6]

HR Challenges & Evolution - Traditional HR functions like hiring, firing, and training are evolving to include AI and performance management [2] - 74% of tasks could be automated due to AI, shifting focus to human development [2] - Mental health of employees is a growing concern, especially stress related to job security [3] - Many employees leave companies due to a lack of purpose (71% according to ILO statistics) [3] - New hires often leave because of poor management, highlighting the need for better manager training [3] HR Strategies & Solutions - Companies are integrating human touch with technology (AI) to improve employee experience [2] - AI is seen as a support tool to smooth the employee journey, not a replacement for human roles [2] - Encouraging employees to take annual leave for family time to improve mental well-being [3] - Implementing paternity leave policies to support both parents [3] - Combining experienced ("old") employees with AI-oriented ("new") employees for better results [3] Future of HR - Focus is shifting towards human development, performance appraisal, and training [4] - HR professionals need to effectively present themselves and synthesize information in the age of AI [4]