Inside This Issue:
Welcome to this week’s Employee Experience Magazine newsletter.
This week, we’re looking at two issues that are moving quickly up the HR agenda: why Europe’s women-in-tech challenge starts long before recruitment, and what the EU’s ban on emotion recognition at work tells us about the future of employee monitoring.
There’s a common thread between them. More and more of the decisions shaping employee experience are happening outside the traditional boundaries of HR. Education choices made years before someone enters the workforce affect who eventually appears in our talent pipelines. Meanwhile, rapidly developing workplace technology is forcing organisations to make decisions about privacy, trust and acceptable use before many of the norms have been established.
For EX and HR leaders, that means looking further upstream. The interesting question increasingly isn’t simply what should we do about this today? It’s what is happening now that will shape our workforce, culture and employee expectations several years from now?
That’s something we’ll continue digging into at Employee Experience Magazine.
We’re also taking a short summer break next week, so there’ll be no newsletter landing in your inbox. We’ll be back in September with more research, ideas and practical insights on what’s shaping employee experience.
For now, here’s what’s worth knowing this week.
Featured Insights:
Eurostat's 2026 release shows 2.6 million female EU graduates against 1.9 million male ones in 2024, yet nearly four male ICT graduates for every woman. Europe is therefore not short of highly educated women. The women in tech pipeline, though, tells a very different story once you look at what those women actually studied. For HR leaders chasing tech diversity targets, the real intervention point sits years before recruitment even opens; going back to study choices.
Microsoft, Amazon, Nvidia and Meta all hold patents touching on reading employee emotion from voice or face. The EU has already banned using that technology at work. Here's the distinction HR can apply to any monitoring tool, EU rule or not.
Are you doing cool stuff at work?
Are you doing great things to move the dial on the employee experience where you work? We’d love to hear about it and start sharing ideas within the community. Get in touch with [email protected] if you have a project, an observation or a win that we can share and celebrate with you.
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