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The Return to Office debate continues, with employers and workers pulling in different directions and no clear resolution in sight. That said, tech leaders should seriously consider diversifying their geographical footprint, by opening new offices that are closer to their people, so that traveling to the office isn’t the same ordeal it used to be before the pandemic.

It’s not too early to assess how “Return to Office” policies are going. While some companies offer flexibility around working remotely, a large number are requiring their employees to come into the office – at least part of the time. Now over halfway into 2022, it’s becoming apparent how it has been going…And safe to say, Not Well.

Diversity and inclusion in the workplace continue to be an ongoing challenge within the tech industry, specifically as it relates to the LGBTQ+ community. Authentic inclusion plays an important role in supporting fast-growing tech hubs looking to maintain or enhance their tech economies and attract or retain talent.

Over the last few months, One America Works has kicked into gear with innovative events and activities directly supporting tech talent, tech companies, and growing tech hubs. As the decentralization of the tech sector and its workers continues, our team continues to find ways to help tech firms and professionals navigate a new world of work.

Back in the early 2000s, employers started to add degree requirements to job descriptions, which screened out potentially solid applicants. From here, the opportunity gap grew and upward mobility became more difficult. After the Great Recession and more recently, the pandemic, the pendulum has started to swing back. Employers need skilled talent to fill open positions, and many are willing to give skills-based hiring a try.

The conversation around remote, in-office, and hybrid work has been drawn out for months. There are benefits to being in a physical office space. There are benefits to remote work. Yet, trying to capture both by creating a hybrid environment can be a challenge. So how can companies win with more distributed teams and hybrid work models?

High-performing, high-growth companies are not just on the hunt for skilled talent, they are trying to hire employees for the long haul. So what can companies do to retain the talent they’ve brought in? In an age where workers have more power to make demands of their employer and their workspace, companies need to listen. Create opportunities to elicit employee feedback that gauges satisfaction and ideas for improvement.

If you had to name an American city at the forefront of innovation, which one would it be? It probably wouldn’t be a Midwestern City like Columbus, Ohio, but Columbus is now recognized as a leader in smart technology. The city brought together dozens of key stakeholders and leveraged the award from the Department of Transportation to attract millions of dollars in additional investments to showcase what a Smart City could be.

City leaders should start paying close attention to Tesla. The car manufacturer recently took on a valuation that made it worth more than 4X of Toyota and nearly 10X of Volkswagen. Yet, it makes roughly 1/10 the revenue of Volkswagen and produces 5M fewer cars. So why does this discrepancy exist? Because Tesla is seen as a model for the green future, and Volkswagen is seen as a legacy car company.

Austin’s growth and success can be viewed through the lens of SXSW. Over the years, the event has become essential for startups and innovators, tech leadership, politicians, and more. This steady advancement is a symbol of innovation, tech success, and the growth of a tech hub outside the coasts. Plus, it offers Austin a glimpse of what it’s like to play in the “big city” sandbox and test solutions for rapid growth.

If this is truly one of the most difficult times for companies to hire talent, how can smaller tech companies and startups compete with the likes of Meta, Google, or Amazon? Big companies offer big pay. But smaller companies can still win the talent war by employing new, creative tactics. Learn more about how startups can compete with major tech companies for talent in this edition of The Mid-Point.

Despite claims that the supply chain crisis is beginning to ease, in reality the issue is far from resolved. Prices of goods are rising and supply chains are constantly being disrupted. Offshoring and monopolistic profit-taking have driven inflation, but reshoring manufacturing and re-regulating the price-gougers can beat it back. We built this system, and we have the power to fix it.

Behind every high-tech smartphone, glamorous car, and sophisticated medical tool is a critical building block called a semiconductor. Most companies produce these chips offshore to cut costs and remain focused on their core mission. However, recent factors like the pandemic and a growing tech rivalry with China have created an urgency to move to manufacturing back onshore.

If you’ve ever considered a new career, there is no better time in the history of the US than now. Teams are shifting to fully distributed work, salaries are soaring, and companies are fighting for talent. This is a rare opportunity for employees. And even more noteworthy, this opportunity exists wherever you are, thanks to the rise of remote work.

In the last 6 months, well over 20 million people quit their jobs in what experts dubbed “The Great Resignation.” With soaring quit-rates and a higher demand for talent, a new work dynamic is forming; one where the employee holds the power. Companies need to ensure that they stay competitive in this new environment.

Over the past year, the next version of the American economy has started to come into focus. What started as a temporary response has permanently changed the landscape and now more people in more places are contributing to the innovation economy than ever. The impact of this change is just beginning.