Shaping Tomorrow: 6 Most Important AI Trends for 2024 

Artificial Intelligence (AI) continues to evolve, shaping our world in unprecedented ways. While 2023 showcased impressive generative AI applications, the new year is poised to unveil even more groundbreaking innovations in the realm of AI technology.

Learn more about the current and projected future impacts of AI on hiring and the staffing world.


Top AI Trends for 2024 

Here are six ways AI is impacting the staffing world:


1. Growing Use of Generative AI

Generative AI is about to get better with upcoming releases like GPT-5, shaping creative industries and processes. The generative AI market is projected to grow at a compounded annual growth rate of 27.02 percent from 2023 to 2032, with the market size reaching $118.06 billion by 2032.¹

There is a shift towards more autonomous agents, multimodal models, and open-source approaches. Businesses are increasingly investing in AI governance to manage risks and comply with evolving regulations. Multimodal AI, which processes different types of inputs like text, images, audio, and video, is expected to bring new levels of productivity across several industries, including staffing.

According to a McKinsey report, generative AI could boost labor productivity by 0.1 to 0.6 percent annually until 2040. This increase depends on how quickly technology is adopted and how workers’ time is redirected to more productive tasks. Combined with other technologies, work automation, including generative AI, has the potential to add another 0.2 to 3.3 percentage points to productivity growth each year.²


2. Smarter Candidate Matching with AI

Approximately 65 percent of recruiters now use AI in their recruitment processes, and its integration is expected to continue growing rapidly.³ AI technologies, including advanced machine learning and natural language processing, enable a more comprehensive understanding of a candidate’s skills and experiences. These technologies are not just limited to resume screening but also extend to AI-assisted video interviews, strategic talent sourcing, and support in onboarding and employee retention.

While AI significantly enhances efficiency and may help reduce biases in hiring, there is still a need for human oversight, particularly in strategic and relationship-building aspects of recruitment. One of the major concerns among recruiters is that AI might overlook candidates from historically underrepresented groups or people with unconventional backgrounds. Despite these concerns, its potential for time savings makes it a tool that most recruiters will not ignore.


3.  Career Disruptions and Skills Needed to Adapt

The impact of AI is not limited to recruitment alone. According to the 2023 Stanford AI Index Report, there’s a growing demand for AI-related skills across almost every sector, with an increase in AI-related job postings from 1.7 percent in 2021 to 1.9 percent in 2022.⁴ This represents a significant 10 percent increase in the share of AI-related job postings among all job listings, escalating importance of AI proficiency, not just in technology fields but across various industries.

OpenAI researchers have also developed a rubric that measures the “exposure percentage” of different occupations to AI, indicating the proportion of an occupation’s tasks that can be completed or aided by AI. They found that 19 percent of jobs now have at least 50 percent of their tasks exposed to AI, particularly in business-related fields.⁵

To succeed in this AI-dominated job market, there’s a need to focus on foundational skills like self-development, self-knowledge, and self-efficacy. These skills are critical for career readiness and will help individuals adapt to the evolving labor market, where AI continues to play an increasingly significant role.


4. Rising Emphasis on Responsible AI Practices

The integration of AI technology across various sectors raises concerns about societal impacts, particularly regarding bias, discrimination, and misuse of AI. Bias and fairness in AI involve ensuring that AI systems or applications do not produce or reinforce unfair or harmful outcomes.

This includes tackling issues like algorithmic bias, which can occur due to biases in training data or the algorithms themselves. Factors like feedback loops and feature selection in AI models can contribute to such biases. For instance, biased outcomes can reinforce themselves in systems with feedback loops, and the choice of features in AI models may inadvertently discriminate based on these feedback loops. Navigating the ethical landscape of AI in 2024 involves a delicate balance between fostering innovation and promoting fairness and non-discrimination.⁶


5. Increased Automated Administrative Tasks with AI

The automation of administrative tasks is increasingly influenced by Intelligent Automation (IA), which combines robotic process automation (RPA), artificial intelligence (AI), machine learning (ML), and business process management (BPM). This trend sees the expansion of IA into generative AI, leading to a more advanced and comprehensive automation of business processes.

In 2022, 85 percent of large enterprises used RPA in their operations.⁷ This integration enhances rule-based automation with intelligent decision-making, leading to operational excellence and cost efficiency. AI’s role in decision-making processes is amplifying, with AI-driven support systems enabling businesses to make faster and more precise decisions.

Emerging technologies like human augmentation and quantum computing are also playing significant roles. Human augmentation technologies are anticipated to boost workforce productivity, promoting a collaborative environment where human skills are complemented by machine efficiency.


6. Personalized and Efficient Learning with AI

AI integration personalizes training by tailoring learning paths to individual employees’ skills and learning styles, making training more engaging and effective. Data analytics in learning and development (L&D) are utilized to customize training plans and predict future needs, enhancing the overall effectiveness of training programs.

There is also a growing emphasis on developing soft skills such as critical thinking, communication, and emotional intelligence, which AI cannot replicate. This trend reflects the need for a balanced skillset where technical proficiency is complemented by interpersonal and problem-solving abilities.



In an era where AI is revolutionizing the workforce, the need for an agile and skilled team is becoming more crucial than ever. At Peak Performers, we understand that even in a landscape increasingly shaped by AI, the human element remains irreplaceable. We specialize in connecting you with talented individuals who are not just skilled but also adaptable to the evolving AI-integrated workplace.

If you’re an employer seeking a workforce that can seamlessly blend with AI advancements and drive your business forward, partner with us to access a diverse talent pool including individuals with disabilities. And if you’re a job seeker aiming to thrive in this AI-transformed era, irrespective of your abilities, join our network to find roles where your skills and adaptability are valued.

Together, let’s navigate the challenges of an AI-dominated future and build a workforce that’s not only technologically proficient but also humanly exceptional. Connect with us today to begin your journey toward a workforce that’s ready for tomorrow’s challenges.



1 “Generative AI Market” Precedence Research, Accessed 6 Jan. 2024,

2 “The economic potential of generative AI: The next productivity frontier” McKinsey, 14 June 2023,

3 Stefanowicz, Beata. “AI Recruitment Statistics: What Is the Future of Hiring?” Tidio, 28 Nov. 2023,

4 “AI Index Report.” Stanford Institute for Human-Centered Artificial Intelligence, Stanford University, 2023,

5 “GPTs are GPTs: An early look at the labor market impact potential of large language models” OpenAI, 17 March 2023,

6 “Artificial Intelligence (AI) – Peatworks.” Peatworks, 7 Dec. 2023,

7 “Robotic Process Automation: Top Statistics” Strategic Market Research, Aug. 2023,

Avoid These 9 Common Resume Mistakes to Get Hired 

Even the most qualified candidates might face rejection due to seemingly minor resume mistakes. Not all resumes are perfect. Avoid common mistakes in resume writing to increase your chances of standing out and securing an interview.


9 Common Resume Mistakes 

To help you land your next job, we’ve compiled a comprehensive list of the nine most common resume mistakes to avoid.


1. Having Spelling and Grammatical Errors

Spelling and grammar mistakes might seem small, but they can have a big impact. Think of your resume as your personal story. Just like typos in a favorite book, mistakes in your resume can be unappealing. Recruiters pay a lot of attention to these errors because they show how careful you are with your work.

Here are steps you can take to make sure your resume looks polished:

  • Proofread Carefully: Go through your resume multiple times, focusing on different sections each time. It’s amazing how a fresh look can catch things you missed before.
  • Use Helpful Tools: Tools like Grammarly and Spellcheck are like personal editors. They catch mistakes you might not notice and offer suggestions to improve your work.
  • Get Another Opinion: Sometimes, fresh eyes can catch mistakes you didn’t see. Ask a friend or family member to review your resume or seek help from professional services.


2. Putting Incorrect Contact Information

Double-check every detail—your phone number, email address, and home address—ensuring they’re up-to-date and written correctly with no typos or missing characters.

Place your contact information at the top of your resume for easy access. Having contact information that is accurate and visible makes it easier for recruiters to contact you, increasing your chances of landing that interview.


3. Using an Unprofessional Email Address

A study by CareerBuilder found that 76 percent of resumes are thrown away because the email address is not professional.¹  Opting for a mature and relevant address demonstrates your seriousness and commitment to the job application process. Using an email address that includes your name or initials is a safe and professional choice, steering clear of anything that could be considered unprofessional or too informal.

A well-crafted email address indicates your understanding of professional norms and helps create a positive perception. Employers often appreciate candidates who pay attention to such details, as it showcases your professionalism and dedication right from the start of the application process.


4. Including Outdated or Irrelevant Information

Only include your best work experiences for the job you want. It’s pivotal to curate content that resonates with the role’s requirements, showcasing your strongest qualifications and achievements to make a lasting impression.

To maximize the effectiveness of your resume, consider:

  • Strategic Prioritization: Highlight experiences and skills that correlate with the job description. Tailoring your content to clearly align with what the employer seeks presents you as an ideal fit for the role.
  • Precision in Detailing: Focus on recent and pertinent work history that demonstrates your proficiency and expertise in the field and cut off jobs that can be tagged as irrelevant experiences. Also, emphasize accomplishments and responsibilities that directly contribute to the targeted position.
  • Eliminating Non-Essentials: Steer clear of outdated or irrelevant details that dilute the impact of your resume. By excluding such information, you direct the recruiter’s attention to your most valuable assets, enhancing the clarity of your candidacy.


By aligning your resume’s content closely with the job’s requirements and not including irrelevant information, you craft a compelling narrative that resonates with recruiters, emphasizing your suitability and competence for the position.

Related Article: Seal the Deal: Crafting the Perfect Response to “Why Should We Hire You?” 


5. Failing to Demonstrate and Quantify Results

Illustrating your accomplishments with quantifiable data is a powerful method for showcasing your impact. Instead of merely outlining your job duties, spotlight specific achievements with measurable outcomes, offering recruiters a clear view of your contributions.

For instance, focus on tangible results rather than stating you are experienced with project management, leadership, and customer service. Consider saying that you:

  • Successfully led a project, resulting in a 20 percent increase in project efficiency, streamlining operations, and reducing project completion time by 15 percent.
  • Implemented problem-solving strategies that minimized project delays by 30 percent as team leader, enhancing team productivity and meeting project milestones ahead of schedule.
  • Received a 98 percent positive approval rating from customers you served in the previous company.


This approach captures recruiters’ attention and substantiates your ability to deliver tangible and quantifiable outcomes, emphasizing your value as a potential candidate. You vividly portray your capabilities by emphasizing measurable achievements, showcasing why you stand out among applicants.


6. Stuffing Too Many Buzzwords and Keywords

Integrating keywords into your resume is essential, but doing so naturally is the key to success. According to Mckinsey, 60 percent of recruiters say that the biggest mistake job seekers make on their resumes is using too many buzzwords.²

Avoid overloading your resume with forced or excessive keywords from job descriptions and job postings, as this can make it sound unnatural and raise red flags for recruiters. Balancing the use of keywords in a way that seamlessly fits within your content ensures your resume gets through applicant tracking systems while maintaining a genuine tone.

By strategically incorporating relevant keywords that organically align with your skills and experiences, you increase the chances of your resume getting noticed without sounding contrived or forced. This approach helps your resume stand out for the right reasons, showcasing your qualifications effectively to potential employers.


7. Including a Headshot

Unless the industry or job explicitly requires it, avoiding including a headshot in your resume is advisable. Usually, recruiters focus on your skills, experience, and qualifications rather than your appearance. Including a photo can introduce biases or distractions that could overshadow your professional credentials.

Therefore, it’s often best to exclude a headshot from your resume to maintain a clear, focused, and unbiased presentation of your qualifications. This allows your skills and expertise to take center stage, ensuring recruiters focus solely on your professional suitability for the position.


8. Using Dense Blocks of Text or Too Many Bullet Points

Achieving a balance between text and bullet points is essential for an effective resume. Instead of dense blocks of text or excessive bullet points, aim for a balanced approach. Use concise paragraphs to describe your qualifications, providing enough detail to showcase your skills and experiences without overwhelming the reader.

Additionally, utilize bullet points strategically to highlight key achievements, skills, and accomplishments, making it easier for recruiters to scan through your resume quickly. A good resume has a balanced combination of well-structured paragraphs and bullet points which ensures that your qualifications are presented clearly and succinctly, allowing recruiters to grasp your expertise without feeling overloaded with information.


9. Making the Resume Longer Than Two Pages

While there’s no hard-and-fast rule dictating resume length, it’s wise to aim for brevity and clarity. Limit your resume to two pages by prioritizing the most pertinent and recent experiences. Concentrate on showcasing your most relevant skills, achievements, and qualifications that directly align with the job you’re applying for.

Focusing on the essentials ensures that recruiters can quickly grasp your capabilities without being overwhelmed by unnecessary details. A concise and well-organized two-page resume often has a stronger impact than a lengthy document, allowing you to effectively highlight your strengths and suitability for the position.

Related Article: The Employed Job Seeker’s Dilemma: Can You Reach Out to a Recruiter? 



Are you a job applicant struggling to craft a flawless resume, or perhaps a seasoned employee looking for a career change? Peak Performers can support you in your job search. Our team of experts specializes in refining resumes and matching candidates with tailored job opportunities that suit their skills and aspirations.

Unlock the potential of your resume by partnering with Peak Performers. We offer personalized guidance to enhance your resume’s impact and ensure it stands out to potential employers. Let us assist you in navigating the competitive job market, connecting you with your ideal job role.

Contact Peak Performers today and take the first step towards securing your ideal job opportunity. Let our expertise empower your job search and elevate your chances of getting hired!



1 Three Simple Fixes to Stand out in a Flooded Job Market – LinkedIn, Accessed 12 Dec. 2023.

2 Smet, Aaron De, et al. “The Great Attrition Is Making Hiring Harder. Are You Searching the Right Talent Pools?” McKinsey & Company, McKinsey & Company, 13 July 2022,

10 New Year’s Resolutions to Make Your Workplace Better in 2024 

Making New Year’s resolutions is about showing how you want to grow and become a better version of yourself. The results of a study by YouGov showed that 37 percent of Americans said they had a New Year’s resolution for 2023, and 87 percent said they would likely to stick to it.¹

In the workplace, these resolutions can serve as a powerful catalyst for transformation. They aren’t just individual goals but blueprints for creating better work environments.


Why You Should Make New Year’s Resolutions for Work 

Embracing New Year’s resolutions for work can guide personal growth and professional development. This cultivates a proactive mindset, encouraging you to leave your comfort zone for continuous improvement. Ultimately, it contributes to a more dynamic and motivated workforce.

Additionally, here are four key advantages of setting New Year’s resolutions for work:

  1. Clear Goal Setting: Resolutions offer a structured framework to set achievable goals in alignment with your personal goals and your company’s objectives.
  1. Enhanced Motivation: Resolutions often serve as powerful motivators, inspiring you to strive for self-improvement and growth throughout the year.
  1. Focus and Engagement: Resolutions help you prioritize tasks and efforts, directing focus toward specific areas that contribute to personal and professional success.
  1. Celebrating Achievements: Resolutions offer opportunities to mark milestones, contribute to a positive work culture, and boost team morale.


10 Workplace New Year’s Resolutions Ideas 

As you step into the New Year, it’s essential to assess how you can contribute to making your workplace experience even better. Here are ten New Year’s resolutions tailored for you:


1. Learn New Tools and Platforms

Embrace the spirit of continuous learning by mastering new tools and platforms relevant to your field. Learning new tools and platforms can help things run smoother and quicker at work.

For example, project management tools can help organize tasks better, automate repetitive jobs, and ensure everything flows smoothly. This makes assigning tasks, keeping track of progress, and working together as a team more accessible.

Whether software applications, project management platforms, or innovative AI technologies, dedicating time to learning these tools and platforms can significantly boost your efficiency and effectiveness in the workplace.


2. Prioritize Your Mental Health

It’s essential to prioritize mental health amid the fast-paced demands of the workplace. Encouraging open conversations about mental health helps create a supportive company culture where everyone feels comfortable discussing their challenges and seeking help when needed.

Educational workshops led by professionals or hosting lunchtime sessions to discuss stress management techniques can equip you and your colleagues with valuable coping strategies. Regular short breaks throughout the workday can also positively impact mental health.

Prioritize your mental health for yourself and your colleagues to create a workplace environment that values and safeguards each team member’s mental well-being.


3. Work on Your Soft Skills

Enhancing soft skills such as active listening, conflict resolution, and critical thinking is crucial for professional growth to promote effective communication and collaboration in the workplace.

For example, practicing active listening during meetings or discussions is a valuable soft skill that can be honed. A conscious effort to fully concentrate, understand, respond, and remember what’s being said fosters better understanding and empathy among team members.

Related Reading: 12 Soft Skills You Need to Thrive in Today’s Workplace 


4. Improve Your LinkedIn Profile

Enhancing your LinkedIn account can significantly impact professional networking and career opportunities. You can start by updating your profile picture with a professional and high-quality image to create a positive first impression.

Additionally, crafting a compelling headline that reflects your expertise and career aspirations helps capture attention and defines your professional identity.

Optimize your profile to highlight your skills, experiences, achievements, and career goals. Also, tailoring your profile with relevant keywords can improve search visibility and attract potential employers and professional connections.


5. Prioritize Workplace Safety

Take the initiative to acquaint yourself with safety protocols and guidelines established by your company.

Stay informed by actively participating in safety training sessions or refreshers, ensuring you are updated on the latest workplace best practices, emergency procedures, and hazard identification.

When workplace safety becomes a top priority, everyone plays a role in creating a secure and healthy workspace for all.


6. Widen Your Professional Network

Expanding your professional network is valuable for career growth. Actively participate in industry-specific networking events, seminars, and workshops—whether in person or virtually.

In addition, engage in meaningful discussions and share invaluable insights with professionals in related or complementary fields.

Building professional relationships widens your network and offers valuable insights and diverse perspectives that can aid in career development, opening doors to significant opportunities that can shape your career trajectory.

Related Reading: Networking in 2023: Offline and Online Relationships Matter 


7. Find a Career Mentor

Seek a knowledgeable, supportive mentor who can guide your career journey. Start by identifying individuals within your industry or organization whose experience, expertise, and values align with your career aspirations.

Establishing a mentorship relationship involves open communication and a willingness to learn. Be proactive in seeking advice, discussing career goals, and seeking guidance on overcoming professional challenges.

By finding a career mentor, you gain valuable insights, guidance, and support that can shape the trajectory of your career in meaningful ways.


8. Prioritize Work-Life Balance

Being in a job that supports work-life balance is the key to happiness and productivity. Start by setting clear boundaries between work and personal time. Designate specific hours for work-related tasks and equally allocate time for personal activities, family, and relaxation.

Additionally, incorporate self-care practices into your routine, such as regular exercise, mindfulness, or hobbies that promote relaxation. Prioritizing self-care rejuvenates you and enhances your effectiveness and resilience in handling work-related challenges.

Striving for work-life balance improves overall satisfaction, mental well-being, and productivity in both personal and professional spheres.


9. Secure Fair Compensation

Ensuring fair compensation for your contributions is essential for professional satisfaction and financial well-being. Consider advocating for fair and equitable compensation that aligns with your skills, experience, and market value.

Understanding the current market rates for your role enables you to negotiate more effectively for fair compensation during performance reviews or when considering new job opportunities. Prepare a compelling case highlighting your accomplishments and the value you bring to the organization and engage in constructive discussions with your manager or HR department.

Furthermore, consider other aspects besides salary, such as benefits, bonuses, or professional development opportunities. Evaluating the overall compensation package ensures you receive fair and comprehensive rewards for your contributions.

By advocating for fair compensation, you contribute to a workplace culture that values the employees’ worth and ensures equitable treatment.

Related Reading: Salary Negotiation 101: A Job Seeker’s Guide to Securing Fair Compensation 


10. Champion Diversity and Inclusion

Advocating for diversity and inclusion in the workplace is crucial for fostering a more welcoming and equitable environment. Consider making it a priority to champion diversity and inclusion initiatives within your workplace.

Begin by deepening your understanding of the significance and advantages of diversity, both for individuals and the organization as a whole. Actively support and participate in initiatives that promote diversity, such as diversity hiring programs, mentorship opportunities for underrepresented groups, or employee resource groups.

Take a proactive stance in encouraging leadership to formulate inclusive policies and practices that acknowledge and value diversity. Advocate for equal opportunities for all employees, ensuring that workplace structures and the overall office culture embrace the richness that diverse perspectives bring.

In doing so, you contribute to a workplace where everyone feels valued, heard, and empowered to thrive.



Finding the perfect career path might be challenging as you set your New Year’s resolutions. That’s where Peak Performers comes in—to simplify your search and connect you with opportunities that match your aspirations.

Whether navigating a career change, seeking growth, or aiming for a more fulfilling role, we will match your unique skills and goals to new career opportunities. With our commitment to fostering inclusive workplaces, we’re dedicated to helping professionals find their ideal roles.

Embrace the New Year with enthusiasm—reach out to Peak Performers today, and let’s kickstart your journey toward a rewarding career.



1 Sanders, Linley. “What Are Americans’ New Year’s Resolutions for 2023?” YouGov, YouGov, 29 Dec. 2022,

Is Your Compensation and Benefits Package Aligned with Your Needs? 

Compensation and benefits are crucial to your lifestyle and your satisfaction.

This article looks into the importance of compensation and benefits, providing ways to communicate and know if your compensation offers are enough. Let this guide help you align your benefits package with your personal needs and career goals.

A Look at the State of Work Benefits Today 

A Pew Research Center survey on why US workers quit their jobs found that 43 percent of the respondents felt their benefits weren’t competitive.¹ It’s worth noting that in a survey by Mercer, 70 percent of large companies and 53 percent of small organizations plan to provide better employee benefits packages.² Meanwhile, 7 percent of top organizations are planning significant enhancements in their benefits packages.

Are Benefits as Important as Compensation?

Benefits are essential for achieving long-term financial goals and mitigating the economic impact of emergencies. Good health insurance keeps you healthy and out of debt!

Benefits can also help you pursue a better work-life balance and a healthier lifestyle through having enough paid time off, paid holidays, and ample sick leave. Other benefits even help you prepare for the future, like retirement plans and life insurance.

Ultimately, benefits cost the employer money, so it’s best to consider your benefits and other perks and evaluate them as part of your holistic compensation package.

Evaluating Benefits: Questions to Ask to Know What’s Enough 

You may be wondering if your compensation and benefits are enough. If this is the case, here are four questions that can help you evaluate what is being offered to you:

1. What are my priorities?

These are the non-negotiable things you need to prepare for your next job application. People often look for work that offers health insurance, and there are good reasons for it. Sickness and injuries can cost you a considerable amount of money, and preventative healthcare can keep you from getting ill in the first place.

2. How does the package compare to those offered by other companies?

Evaluate your options if you have multiple job offers. Examine which employer is offering the best compensation package. Initially, compare it with your current or previous employer and see if there has been an improvement.

Remember to weigh your options and not just focus on the salary compensation. The benefits should have their contribution as well.

3. What will my future look like with this package?

One of the things employees often overlook is the future. Are there any retirement plans? Are there life insurance benefits, and is it competitive? Is there any health insurance that can cover you or your family?

While these things may be in the distant future, preparing for what could happen is best. If your employers offer it, consider these benefits to ensure that you and your family are ready for an unexpected event and are prepared to achieve your long-term goals.

4. What are the eligibility requirements for each benefit?

Each company offers different kinds of benefits programs, and some may have eligibility requirements. It’s best to know these prerequisites so that you can easily access them. For instance, some benefits are only accessible to tenured employees. During your interview, ask detailed questions about eligibility for the promised benefits.

Making the Right Decisions: Negotiating Benefits 

Aside from Salary negotiations, there is another discussion you need to address.

1. Should you negotiate your benefits?

Not every employer can negotiate benefits, but many are. Typically, it doesn’t hurt to ask.

2. What Benefits might be negotiable?

Even though an employer is open to negotiating, some items, such as 401(k)s and insurance plans, usually can’t be negotiated. Here are some benefits that you may be able to negotiate:

  • Job titles
  • Paid time off (PTO)
  • Sick leaves
  • Parental leaves
  • Student loan repayment
  • Tuition reimbursements
  • Travel allowances
  • Relocation assistance
  • Stock options


3. When do you negotiate the benefits?

The best time to negotiate benefits is when you receive a written job offer confirmation. Take the time to acknowledge and review the job offer and other documents sent to you before deciding whether you want to negotiate and what you’d like to see in your benefit package.

4. How do you negotiate your benefits?

Once you have decided to negotiate your offer, here are three things to consider when communicating with the employer.

Be transparent and specific about why you want to negotiate 

Explaining why you want to negotiate can help the employer see your perspective. If there’s a particular benefit they don’t offer, explain why you need it and how it can positively affect your work. This is because employers want to see their members thrive and be satisfied, as it can help them achieve the business results they want.

Show the employer your value 

During the negotiation, communicate your worth to the employer and remind them why they should hire you. Emphasize your successes in your work history and explain to them how working with you can help boost team results. Tell them how you aim to aid the organization with your skills and experience and that your benefits should match the efforts you are about to provide them.

Helping employers see the advantages of working with you can make them more receptive to adjusting to your needs.

Ask for the final offer in writing 

Remember that you will need a revised job offer once you and the employer agree to change things in your benefits package.

Take the time to review the new document they sent you to make sure everything you agreed on is included. Send them a signed copy of the document and keep a copy for your records to address any potential misunderstandings in the future.


Here are Peak Performers, we value our employees. We provide health insurance, dental benefits, and vision insurance after 60 days. We also offer a 403(b)-retirement savings program and an Employee Assistance Program (EAP).

Get in touch with us today to learn more about how we can help you find better opportunities. If you are outside of Austin, you can also reach us here.


1 Parker, Kim and Horowitz, Juliana. “Majority of Workers Who Quit a Job in 2021 Cite Low Pay, No Opportunities for Advancement, Feeling Disrespected.” Pew Research Center, 9 Mar. 2022,

2 “Health & Benefit Strategies for 2023.” Mercer, 2023,

A Path to Unity: Celebrating December Holidays and Human Rights for a More Inclusive Year-Ender 

Thanksgiving has passed, and there’s another celebration worth highlighting: Human Rights Day.

This resource will discuss this monumental day and how it synergizes with holiday celebrations. Through this article, we hope you embrace various holidays that can be a powerful platform for promoting understanding and respect.

The Universal Declaration of Human Rights 

The international community commemorates Human Rights Day every year on December 10. In 1948, the United Nations General Assembly adopted the Universal Declaration of Human Rights (UDHR). This helps protect human rights, regardless of race, ethnicity, religion, sex, disability, and other statuses.¹ Here are the 30 articles listed in the UDHR:

  1. All human beings are born free and equal.  
  1. Everyone is equal regardless of race, color, sex, language, religion, politics, or where they are born. 
  1. Everyone has the right to life and to live in freedom and safety.  
  1. Everyone has the right to be free from slavery.  
  1. Everyone has the right to be free from torture. 
  1. Everyone has the right to be recognized before the law.  
  1. We are all equal before the law.  
  1. Everyone has the right to seek justice if their rights are violated.  
  1. Everyone has the right to freedom from arbitrary arrest, detention, or exile.  
  1. Everyone has the right to a fair trial. 
  1. Everyone has the right to be presumed innocent until proven guilty.  
  1. Everyone has the right to privacy and freedom from attacks on their reputation.  
  1. Everyone has the right to freedom of movement and to be free to leave and return to their own country. 
  1. Everyone has the right to seek asylum from persecution.  
  1. Everyone has the right to a nationality.  
  1. Everyone has the right to marry and to have a family.  
  1. Everyone has the right to own property. 
  1. Everyone has the right to freedom of thought, conscience, and religion.  
  1. Everyone has the right to freedom of opinion and expression.  
  1. Everyone has the right to freedom of peaceful assembly and association.  
  1. Everyone has the right to take part in government and to have equal access to public service.  
  1. Everyone has the right to social security.  
  1. Everyone has the right to work, equal pay, protection against unemployment, and the right to form and join trade unions. 
  1. Everyone has the right to rest and leisure.  
  1. Everyone has the right to a decent standard of living, including food, clothing, housing, medical care, and social services. 
  1. Everyone has the right to education.  
  1. Everyone has the right to participate in and enjoy culture, art, and science. 
  1. Everyone has the right to a social and international order where the rights in this Declaration can be fully realized.  
  1. We have a duty to other people, and we should protect their rights and freedoms.  
  1. Nobody can take away these freedoms and rights from us.  

Human Rights Day: An Impactful Day of Celebration This December 

The theme for the 75th anniversary this 2023 is “Dignity, Freedom, and Justice for All.”² Celebrating Human Rights Day is important, and here is why we celebrate it every year:

To Raise Awareness

Every human being has their personal rights that need to be protected. This serves as an opportunity to educate people about their rights and those around them, creating a supportive and respectful environment for everyone.

To Promote Equality

It helps promote the idea that everyone is equal and should be treated with dignity and respect. We can take this time to celebrate diversity and recognize contributions from different walks of life.

To Advocate for Change

Many around the world are still suffering. By advocating for our rights, we establish awareness against various forms of abuse and demand justice for those whose rights have been violated.

To Honor Human Rights Defenders

Human Rights Day helps honor the works of those who defended people’s rights in the past. Some people may have risked their lives to protect their rights and everyone around them. On this day, we recognize their courage and stand with them as we look into a brighter future that these brave individuals once sparked.

Emphasizing Human Rights: Activities to Enjoy This Season 

This holiday season, remember the people around you by celebrating the beauty of our humanity and honoring our rights. Here are some activities you can take part in at work:

1. Set up a free expression wall for the whole organization.

For this activity, you can set up a giant piece of paper or canvas against a massive wall and encourage employees to write about what human rights mean to them. This can allow them to bring forward their ideas, concerns, and feelings about their situation.

Encourage employees to read what their peers have written to help them understand what others think and what their lived experiences are.

2. Start a social media campaign.

You can encourage your employees to talk about their struggles and how they sought justice.

You may ask them to choose a format they will be comfortable sharing their story through, such as Facebook Live, social media posts, stories, or email newsletters. Remember to use related hashtags to help your posts appear on the feeds of interested people. You can use hashtags like #HumanRightsDay, #StandUp4HumanRights, or #UDHR75.

3. Arrange a networking event to boost connections.

This is to bring people from different organizations closer. This event allows people to share ideas and collaborate on initiatives. It would be best to choose a venue that’s easily accessible to the people you’ll invite to ensure most of them can attend.

Prepare activities encouraging attendees to connect, like icebreakers, group discussions, and workshops. You can invite speakers to share their experiences and insights on human rights issues.

You can encourage them to connect by providing opportunities to communicate by setting up an area where attendees can exchange business cards and contact information.

4. Host human rights conferences.

If you wish to educate your employees about the issues we face today, you may organize human rights conferences where they can gain access to various topics and discussions. Here are some subjects you may discuss:

5. Organize an activism summit.

Statista surveyed 3,227 Gen Z respondents about which social issues they consider important.³ Here are a few related to human rights that were highlighted:

  • 88% guaranteeing quality education for every child
  • 86% preserving individual rights and freedoms
  • 85% ensuring greater access to healthcare
  • 78% addressing systemic racism
  • 74% safeguarding the rights of vulnerable populations

Help your employees put their values into action by organizing an activism summit. You can invite leading activists to discuss their advocacies and inspire your members. Encourage discussions to teach your employees to speak up about what is important to them and help them develop actionable plans.

Humanity deserves celebration this Human Rights Day 

The UDHR started a global initiative, and we can help the progress continue through commemorations and education.

This Human Rights Day and holiday season, take this time to talk to your colleagues and loved ones about their rights and how to protect them and others.


Human rights can be commemorated and celebrated from Human Rights Day and beyond. You can do this by hiring inclusively and welcoming diverse candidates into your organization. Let Peak Performers help you by connecting you with top candidates with disabilities.

We have 28 years of experience and 99 percent customer satisfaction in matching the right people with their best employers. Let us know if you need to fill temporary, direct hire, or executive roles in engineering, technology services, government, or finance.

Get in touch with us today and start expanding your teams.


1. “Title.” Amnesty International, 21 Nov. 2023.

2. “The Universal Declaration of Human Rights Turns 75.” United Nations, 2023,

3. “Thinking about the Kind of America in Which You Want to Live, How Important Are the following Issues to You Right Now?” Statista, 13 Oct. 2023,

Navigating People-First and Identity-First Communication 

Addressing a person with a disability is much like engaging with any other individual. Such interactions lay the foundation for comfortable conversations that foster rapport and respect.

This article delves into the dialogue surrounding people-first and identity-first languages. People-first language prioritizes the person before their disability and emphasizes their humanity. Meanwhile, identity-first language acknowledges and, in some cases, highlights disability as a significant part of a person’s identity.

We’ll explore both perspectives and the intricacies of language selection in pursuit of more inclusive, disability-affirming communities.


Disability Inclusive Communication 

Disability-inclusive communication is all about recognizing and respecting diverse human experiences while ensuring that communication is open and welcoming to all. This approach to communication goes beyond just addressing people with disabilities; it benefits everyone.

Related Reading: People with invisible disabilities are everywhere 


The Complexity of Language Choices in Disability-Inclusive Communication 

Choosing the right words in disability-inclusive communication isn’t always straightforward. While some phrases are clearly disrespectful, others fall into a gray area. This ambiguity comes from the person’s age, background, how they feel about their disability and personal preference.

Sometimes, people will even use words considered offensive to refer to themselves or those with similar conditions, a process often referred to as “reclaiming” or “reappropriating” language. Also, people with disabilities may use ableist language because it is culturally commonplace to do so. Individuals with mental health conditions might use terms like “insane” to describe situations, and those who are blind may casually say they “see your point.”

Finally, many people with disabilities often feel that others are overly cautious when interacting with them, leading to awkward exchanges or a lack of inclusion altogether. “Walking on eggshells” like this stifles open communication, and many people with disabilities prefer you saying the wrong thing and correcting yourself instead of saying nothing at all.

In this intricate language landscape, engaging in open conversations about inclusive language is essential. Language is constantly evolving, and we are all learning. Communicating with empathy and respect, coupled with a readiness to apologize and improve when mistakes are made, is the key to fostering more disability-inclusive communities.


Creating an Inclusive Environment for All 

Just like anyone else, individuals with disabilities have the same desire to communicate and form meaningful relationships. It’s essential to recognize them as friends and peers who share the exact social and emotional needs as everyone else. This approach encourages open, unbiased dialogue.

Here are some tips for creating a disability-inclusive communication environment:


1. Embrace Open Communication

Welcoming individuals with disabilities into conversations requires a commitment to open and respectful dialogue. The key is to approach everyone, regardless of their disability status, with kindness and respect. Treat them and communicate with them as you would anyone else.

Related Reading: Disability Inclusion Starts with You 


2. Prioritize Ongoing Education

Inclusive language keeps changing to be more respectful and inclusive of persons with disabilities. It’s essential to keep learning and adapting. Educate yourself on topics such as person-first vs. identity-first language, avoiding stigmatizing or derogatory words, and learning more about the lived experiences of people with disabilities.


3. Observe Nuances in Language

Language choices can be intricate and nuanced. Some phrases that may seem disrespectful in one context are commonly used by individuals with disabilities themselves. Language is a powerful tool, and even well-intentioned words can sometimes perpetuate stereotypes or inadvertently offend people.

Here are some common phrases and words to avoid, as highlighted by the Employer Assistance and Resource Network on Disability Inclusion (EARN) and their recommended word choices to be more respectful and inclusive.¹

Use Avoid
“People/Individuals with disabilities” “The disabled”
“People with disabilities/specific disability” “Handicapped”
“People with intellectual or cognitive disabilities” “Mentally defective”
“Individuals who are hard of hearing” “Deaf and dumb”
“People with physical disabilities/mobility challenges” “Crippled”
“People who are unable to speak/use synthetic speech” “Dumb” or “mute”
“People with epilepsy/seizure disorders” “Epileptic”
“Wheelchair user” “Wheelchair bound”
“People living with” or “individuals who experience” “Afflicted by”

4. Overcome Fear of Offense

Many people with disabilities experience the feeling that others are “walking on eggshells” around them, which can lead to awkward or strained interactions. To address this, we seek to create an environment where disability is normalized and accepted, and people with disabilities are seen the same as their peers without a disability.

However, realize that mistakes will be made. When this happens, apologize and seek to learn from your mistakes. Build a culture of openness and grace where mistakes are used as opportunities for growth.

Related Reading: Everything you know about disability inclusion is WRONG 



Discover more about disability-diverse communication with Peak Performers. Explore our blog, share insights with your peers, and start a path of continuous learning. Let’s foster discussions that support our friends, colleagues, and bosses with disabilities at work.

If you’re seeking employment opportunities, or if you’re an employer looking to build an inclusive workplace, get in touch with us to explore how we can collaborate.



1 “Person-First and Identity-First Language.” Employer Assistance and Resource Network on Disability Inclusion (EARN), Accessed 25 Oct. 2023.

The Key to Job Fulfillment: Learn to Evaluate Company Culture 

Finding the right job is more than just finding the right compensation package. Discovering long-term happiness in a job also means identifying a company culture that resonates with your values and what matters most to you.

In this article, we examine the importance of company culture and also provide you with tips to evaluate the work culture of perspective future employers.

The Importance of Company Culture 

In a Gallup report, employees who were quietly quitting were surveyed about what they would change about their current workplace.¹ These three were the top answers:

  • 41% Culture or Engagement
  • 28% Pay and Benefits
  • 16% Well-being

Based on these results, better culture and engagement is the most desired change! While we may often be attracted to a job based on its pay and benefits, ultimately culture and engagement determine whether we stick around.

According to Great Place to Work, there are three main criteria.² Here is how a company culture can affect an employee’s career:


A solid company culture starts with trust, and that trust begins with you. You’ve got to believe that your leadership’s actions align with their words. It’s all about honesty, integrity, and ethical behavior. When you trust your leaders and find them credible, the effects are significant.

Your job satisfaction skyrockets, motivation peaks, and your commitment to the company strengthens over the long run.


Fairness means fostering equal opportunities and just compensation. When you trust your organization maintains a level playing field with equitable recognition and compensation, your experience turns notably positive. Equity cultivates a deep sense of justice and equality, elevating employee satisfaction and engagement.

Workplaces supporting diversity, equity, and inclusion (DEI) initiatives often create more opportunities for individuals with disabilities, contributing to a more inclusive and enriching work environment.


Respect is more than acknowledgment; it’s a genuine appreciation for you as an individual with a life beyond work. A culture based on respect values your contributions, welcomes your perspectives, and provides flexibility in your work arrangements.

When you encounter respect, trust, and the support to pursue your professional goals while balancing your personal life, your engagement, dedication, and commitment to the company flourish. Respect creates a nurturing and empowering work environment where diversity and inclusion thrive.

Related Article: Set the Right Foundations: What is Belonging in the Workplace? 

Make Sound Career Decisions: How to Evaluate Company Culture 

Now that you understand the importance of company culture, let’s look at the steps you can take to assess the culture of any potential employer. Here are five practices you can apply.

1. Identify what you are looking for in your next job.

In finding your next job and getting to know a potential employer’s organizational culture, you must first identify your priorities. Ask yourself what you are looking for in your next job. Create a list and use that to research potential employers.

According to Gallup, there are common things that most employees look for in their next jobs.³  What matters most to you?

  • 61% Better work-life balance and personal wellbeing
  • 58% To be able to do what they do best
  • 53% Greater job stability and security
  • 42% Diversity and inclusion

2. Learn about the company’s reputation.

Once you have identified your priorities, research the company’s culture and how it aligns with your priorities. Start by connecting with people in your professional network who currently work for or have previously worked for the company.

You can do online research on sites such as Glassdoor, Google Reviews, and Indeed. These platforms will have various tools for you to research a company and hear what other employees past and present think of them.

Related Article: Improve Your Job Search Online, Look Beyond Job Titles! 

3. Assess how the company presents itself.

You can further assess a company’s values and priorities by reading its mission statement and “about us” page online. You can follow this up by reviewing their social media and press releases. Look for their tone, the causes they support, and their stated priorities.

For instance, their commitment to diversity and inclusion. An inclusive company will often explicitly state its values regarding diversity, equality, and inclusion in these documents. They may highlight their efforts to create a workplace where everyone is seen, valued, and appreciated, regardless of their differences.

4. Observe their work environment.

Being invited to an on-site interview is an excellent way to learn about an employer’s company culture. During the interview, pay attention to the atmosphere in the office.

  • Are the employees interacting with each other?
  • Do they greet you when you pass by?
  • Are there smiles on their faces?
  • Do the people look frustrated or tired?

While you may only be getting a very limited snapshot of a company in this way, this can help give you an idea of if you’d like to work there.

5. Ask the right questions during your interview.

You can also assess a company’s work culture by asking questions during the interview:

  • What is the best part of working here?
  • What are the company’s ways of supporting professional development and growth?
  • What are the leaders’ management styles like?
  • How do you observe the company’s core values within the company?
  • What nonprofits and philanthropic causes do the company support?

6. Evaluate the hiring process.

Gauge your experience during the hiring process.

You can ask yourself:

  • How quickly did they get back to me?
  • Were they professional in their conduct?
  • Were they transparent in their communication?
  • Were they eager to answer my questions?

This can offer insights into the company’s efficiency, communication style, and their commitment to fostering a positive candidate experience.

7. Listen to your instincts.

Ultimately, trust your instincts when assessing a company’s culture. During interviews and interactions with current employees, pay close attention to how you feel:

  • Are you excited about the prospect of working there?
  • Do you feel engaged and aligned with your values?

First impressions often convey a lot about what to expect. Your intuition can be a valuable compass in your job search.


A great company culture cultivates an environment that supports career growth. Peak Performers can help you find a temporary or permanent job that aligns with your own values and priorities. Since 1994 we’ve been helping job seekers find careers and helping clients find great talent.

Get in touch with us today to learn more about our career opportunities.


1. “State of the Global Workplace: 2023 Report.” Gallup, 13 Oct. 2023.

2. Hastwell, Claire. “The 8 Elements of Great Company Culture.” 8 June 2023,

3. Wigert, Ben. “The Top 6 Things Employees Want in Their Next Job.” Gallup, 21 Feb. 2022,

Disability Awareness and ‘Movember’: Breaking Stigmas, Building Movements 

Movember is the time of the year when men grow their mustaches. However, it’s not just about the beards.
We’ll dive into the meaningful intersection of Movember and National Disability Employment Awareness Month (NDEAM), highlighting the importance of raising awareness, encouraging men to talk about their health, and sharing several activities that can help promote men’s health and advocate for individuals with disabilities.

Why Is Movember Celebrated? 

In 2003, Australian friends Luke Slattery and Travis Garone had two things in mind: to bring back the mustache or the “Mo” in recent trends and make a campaign on men’s health and prostate cancer, inspired by their friend’s mother, who was then fundraising for breast cancer.¹

According to the American Cancer Society, as of 2023, there are around 288,300 new cases of prostate cancer, and 34,700 have passed away due to the disease.² It is currently one of the leading causes of death in American men. Additionally, about 1 in every 250 men may develop testicular cancer.³ Although it isn’t as common as prostate cancer, men can get diagnosed with the disease at the average age of 33.

The Movember movement, celebrated every November, was officially formalized in 2004 to shine a spotlight on men’s health challenges when 30 Mo Bros grew their mustaches for a cause, encouraging men to take charge of their physical and mental health beyond just growing a mustache.

Each mustache grown costs 10 dollars, and the same rules apply today. The campaign has grown internationally since 2007 and has now broadened to focus on four issues related to men’s health: poor mental health, testicular cancer, prostate cancer, and physical inactivity.

Men’s Mental Health Matters 

Mental health affects everyone, and men are no exception. The Anxiety and Depression Association of America reports that one in ten men grapples with depression or anxiety disorders.⁴ Despite these challenges, less than half of those surveyed with these disorders seek help. Mental health affects longevity as well as quality of life. Mental Health America underscores that men frequently avoid seeking assistance for issues like depression, substance abuse, and stress.⁵

It’s crucial to recognize that men face unique hurdles when seeking support. Stigma plays a significant role in preventing men from discussing their mental health openly and leaves many struggling in silence. This can have fatal consequences, too, with men being four times more likely to die by suicide annually than women.

Movember and Disability: Breaking Barriers for Inclusive Health  

Cultural attitudes can act as a barrier, discouraging men from seeking help. Men may feel embarrassed about discussing mental health and going to the doctor for regular exams. Archetypal male constructs may lead some to think that it is “unmanly” to do so.

Part of Movember is about breaking these constructs and letting men know that it’s acceptable to look after themselves and seek help when they’re unwell. Here’s a look at the challenges to men’s health that we need to know of.

Increased Loneliness

Loneliness can affect every individual as it is a macro societal trend; however, some may argue it affects men more.

Related Reading: Loneliness at Work 

Conflicting Expectations

Men with disabilities may struggle to reconcile societal expectations of masculinity, emphasizing strength and self-reliance, with the perceived “weakness” or “dependence” often associated with disabilities.

We can help men by promoting conversations in the workplace that challenge traditional views of masculinity. Movember can be part of that by talking openly about physical and mental health as well as what can be done to mitigate men’s diseases.

Reshape the Workplace: 5 Activities to Organize This Movember 

You can help raise awareness at work by gathering your team members and asking for their help to organize activities you can all participate in. Here are some ideas for you to consider.

1. Encourage everyone to move

To stay healthy, part of our efforts should encourage people to stay active. Urge your team to participate by having team walks or arranging your meetings outdoors.

According to a study by the Harvard Medical School on 1,000 individuals, people who walked at least 20 minutes a day for five days a week reported 43 percent fewer sick days than individuals who exercised less.⁶ In cases they did get sick, it was only for a short duration and with milder symptoms.

Walking is also a great way to mitigate the symptoms of various disabilities acquired later in life. Additionally, walking helps build friendships at work, making your employees feel more connected to one another.

2. Organize a healthy lunch out

Food can be more satisfying when shared with others. This Movember, treat your team to a healthy lunch they can enjoy. A balanced diet leads to increased physical and mental health. Eating well together can be a way to raise awareness about its importance. You can also take this time to discuss what Movember is all about. If they’re comfortable, encourage the men in your group to share personal stories about physical and mental health.

3. Have a Best Mo contest

Since the main idea of Movember is to help raise awareness about men’s health, why not have a fun mustache contest at work?

During this time, many will recognize Movember by growing mustaches. From short to bush to curly, it’s an excellent opportunity to have fun and express themselves. At the end of the month, you can have a contest to recognize and celebrate all the unique mustaches.

4. Organize a wellness fair

Organizing a health and wellness fair is a great way to foster employee well-being. Invite wellness coaches and experts to educate and assess your employees on various health-related topics. In the spirit of Movember, you can center the fair around relevant themes, scheduling sessions on:

  • Testicular Cancer Awareness
  • Prostate Cancer Awareness
  • Suicide Prevention
  • Mental Health Exercises and Interventions
  • Stress Reduction Training
  • Work-Life Balance Training

5. Raise funds for charity

Fundraising for a charitable cause during Movember is a fulfilling endeavor. Begin by selecting one or two charities that support individuals dealing with mental health issues, testicular cancer, or prostate cancer, aligning with the Movember theme.

Fundraising activities may include bake sales, trivia nights, or sports tournaments. You can leverage your company’s social media platforms, email, and other communication channels to promote your fundraising efforts and raise awareness about the importance of men’s health.


Join us in the spirit of Movember as we work together to foster a workplace that values health for all. At Peak Performers, we understand the importance of raising awareness about men’s health. In partnering with us, you not only find qualified candidates with disabilities, some of which include men with mental health disorders or men who currently or previously have had cancer.

Reach out to us today to align your organization with Movember values. Together, we can build a more inclusive, healthier, and thriving workplace.


1. “Movember’s origin story: in 2003, two mates were having a quiet beer when they began to joke about bringing the mustache back.” Movember, 30 Dec. 2015,

2. “Key Statistics for Prostate Cancer.” American Cancer Society, Updated 12 Jan. 2023,

3. “Key Statistics for Testicular Cancer.” American Cancer Society, Updated 12 Jan. 2023,

4. “Men’s Mental Health.” Anxiety & Depression Association of America, 24 Oct. 2023.

5. “5 Minute Guide to Men’s Mental Health.” Mental Health America, 24 Oct. 2023.

6. “5 Surprising Benefits of Walking.” Harvard Health Publishing, 25 Aug. 2022,

NDEAM 2023: Debunking 18 Common Myths About Allyship  

October marks National Disability Employment Awareness Month (NDEAM), a time when we celebrate the contributions of workers with disabilities and acknowledge the importance of creating inclusive workplaces. A significant aspect of fostering inclusivity is allyship, which involves individuals using their privilege to support marginalized colleagues.

In this article, we’ll debunk common myths about allyship in the workplace for individuals with disabilities to help you be a better ally.

Debunking 18 Myths on Allyship 

Myth 1: Allyship is Only About Being Supportive

While support is a key aspect of an allyship, allyship goes beyond offering a sympathetic ear. Allyship involves taking steps to challenge and change the systemic barriers individuals with disabilities face in the workplace.

Allyship is using your influence to advocate for accessible facilities, promote inclusive policies, and lobby for equitable hiring practices. Allyship is not just a passive gesture; it’s an ongoing commitment.

Myth 2: Allyship Means Speaking for Others

One of the most counterproductive myths about allyship is that allies should speak on behalf of individuals with disabilities. This assumption can inadvertently silence the voices of people with disabilities and perpetuate the misconception that they need to be spoken for.

Effective allyship involves amplifying their voices, not speaking over them.

Instead of assuming what people with disabilities need, engage in open conversations, listen to their experiences, and encourage them to speak out. Learn from them and collaborate on solutions to build a more disability-inclusive workplace.

Related Article: ‘Ally’ Is a Verb: 8 Ways to Practice Allyship at Work 

Myth 3: Allyship Requires Grand Gestures

Allyship doesn’t require grand displays of activism. While public demonstrations and campaigns can be impactful, everyday actions matter just as much.

Simple acts like using people-first language, respecting personal boundaries, and creating accessible work technology contribute to a more inclusive workplace.¹ Consistent, small actions build the foundation of trust and respect, demonstrating to individuals with disabilities that they are valued.

Myth 4: Allyship is a One-Time Effort

Effective allyship is an ongoing journey. Initiating change and creating an inclusive environment requires sustained effort and continuous learning.

Seek to educate yourself about the challenges faced by individuals with disabilities and stay updated on best practices for inclusion. Periodically check in with your colleagues to ensure your actions are helpful and respectful.

Myth 5: Allyship is Always Comfortable

Allyship often involves stepping out of your comfort zone. Addressing discrimination, bias, and ableism can be uncomfortable, but it’s necessary for progress.

Challenging colleagues or superiors when they make inappropriate comments or exclude individuals with disabilities requires courage and some risk to your reputation. Allies are willing to speak out, despite the risk, to ensure that the workplace becomes an inclusive and supportive space for everyone.

Myth 6: Allyship is a Selfless Act

Allyship is not solely selfless; it’s also about mutual benefit to people without disabilities. An inclusive workplace fosters creativity, drives innovation, and amplifies diverse perspectives. When individuals with disabilities are empowered to fully participate at work, the entire team enjoys the rewards.

Myth 7: Allyship Requires Perfection

Allyship is a learning process, and nobody is perfect. When beginning your disability inclusion journey, you will periodically say or do the wrong thing. How you respond to feedback and focus on doing better next time matters. Take responsibility, apologize when necessary, and seek to rectify your mistakes.

Myth 8: Allyship is Limited to Individuals with Disabilities

Allyship extends beyond specific identity groups. The principles of allyship can be applied to various marginalized communities. By understanding and advocating for the intersectional nature of discrimination, you can become an ally to multiple groups. For example, being an ally to individuals with disabilities also involves addressing issues related to gender, race, sexual orientation, and more.

Myth 9: Allyship Doesn’t Impact Company Culture

Allyship has a significant impact on company culture. When employees witness colleagues actively engaging in an allyship, it sets a precedent for inclusivity. It encourages open dialogue, empathy, and a sense of belonging. Conversely, the absence of allyship can perpetuate a culture of exclusion, leading to lower morale and decreased productivity.

Related Article: Set the Right Foundations: What is Belonging in the Workplace? 

Myth 10: Allyship Is a One-Size-Fits-All Approach

Allyship is different for every person. The needs and preferences of individuals with disabilities vary greatly, and effective allyship requires flexibility.

What is appreciated by one person may not be appreciated by another. It’s crucial to engage in open conversations and ask for guidance on how you can best support your colleagues. Tailoring your approach to each person ensures your efforts are genuinely supportive and impactful.

Myth 11: Allyship Requires Formal Training

While formal training on diversity and inclusion can be beneficial, allyship doesn’t require a certificate or college degree. It begins with a genuine desire to understand and support individuals with disabilities.

Watching disability inclusion videos, reading articles by people with disabilities, and engaging in conversations with coworkers who have disabilities enables you to learn about their experiences. What matters most is your willingness to listen, learn, and apply your knowledge to seek positive change.

Myth 12: Allyship Is About “Fixing” Individuals with Disabilities

Allyship is not about viewing individuals with disabilities as broken or needing fixing. They are whole, capable people who are seeking normal work and life experience. You don’t know what’s best for them. While often well-meaning, recommending a “fix” for their condition will often be perceived negatively.  Focus on listening, exercising empathy, and building an environment at work where they can feel included and heard.

Myth 13: Allyship Is Too Time-Consuming

Effective allyship doesn’t require a significant time investment. Small, consistent actions make a difference. Practice empathy with coworkers and advocate for accessibility and disability inclusion when given an opportunity.   Over time, these actions accumulate and contribute to a more inclusive workplace.

Myth 14: Allyship Is Only for Leaders

Allyship is not exclusive to those in leadership roles. Every individual within an organization can play a role in creating an inclusive environment. Whether you’re a manager, colleague, or intern, your actions and perspective impact the workplace culture. Empathy and advocacy can go a long way in making someone feel valued and respected.

Myth 15: Allyship Is a “Trend”

Allyship is not a passing trend; it’s a fundamental shift towards equity and inclusion. As society becomes more aware of the importance of diversity, allyship becomes increasingly relevant. However, genuine allyship goes beyond performative actions driven by trends. It’s about sustaining efforts to create lasting change in how we perceive and treat individuals with disabilities.

Myth 16: Allyship Is Exclusively Emotional Support

Emotional support can be part of an allyship. After all, we would like an empathetic ear when we’re having a bad day. Effective allies go beyond empathy and work to dismantle barriers, push for changes, and advocate for equal access to opportunities. A well-rounded ally provides both emotional support and tangible actions that lead to systemic improvements.

Myth 17: Allyship Is Just About Being Nice

While kindness is expected, allyship requires more than just being nice. It involves confronting biases, acknowledging privilege, and advocating for meaningful change. Being an ally might involve uncomfortable conversations and difficult discussions. These are necessary steps to challenge the status quo and create a fairer workplace.

Myth 18: Allyship Guarantees Instant Results

Allyship is a long-term commitment, and change doesn’t happen overnight. While your efforts as an ally can lead to favorable shifts, remaining patient and persistent is important. The impact of your actions might not be immediately visible, but your consistent support contributes to a gradual transformation in the workplace culture.

The Real Meaning of Being an Ally 

Ultimately, allyship in the workplace for individuals with disabilities is not about fulfilling a checklist; it’s about embodying principles that promote fairness, respect, and inclusion.

By actively challenging misconceptions, we can pave the way for change and foster environments where everyone can thrive. Allyship is a continuous journey of growth, learning, and advocacy—a journey well worth taking.


Your journey as an ally starts here—with a team that values diversity and amplifies many unique perspectives. By partnering with a staffing firm that’s committed to disability hiring like Peak Performers, you’re working to create a professional landscape that’s more inclusive, equitable, and welcoming for everyone.

Contact us today to learn more about how we can help you advance your DEI goals.


1. “People First Language” GCDD, 20 Sep. 2023.

2. “Intersectionality and Multiple Discrimination” Council of Europe, 20 Sep. 2023.

12 Soft Skills You Need to Thrive in Today’s Workplace  

In today’s workplace, possessing technical skills alone is insufficient to excel in your career. Employers are increasingly looking for candidates with diverse soft skills that complement their technical expertise.

In this article, we will explore 12 essential soft skills you need to thrive in today’s workplace.

What Are Soft Skills and Hard Skills? 

Soft skills are personal attributes and abilities that enable individuals to interact effectively and professionally with others. They are essential for building strong work relationships, fostering teamwork, and adapting to the dynamic nature of modern businesses. These are transferrable skills like teamwork, leadership, compliance, ability to work on deadlines, communication and so on.

On the other hand, hard skills are technical know-how or skills required to accomplish tasks. Usually, people learn these skills through education, experience, and observation of those who already have the skills. Unlike soft skills, these skills are not easily transferable since not every function and industry require the same set of skills to operate. These skills are IT knowledge with specific IT expertise, accounting and finance, project management and operational know-how in specific industries, engineering and architecture.

Do Employers Seek Soft Skills as Much as Hard or Technical Skills? 

According to a survey by LinkedIn, 92 percent of HR professionals and hiring managers believe that having strong soft skills is crucial for candidates. In fact, these soft skills could be the deciding factor in hiring the right candidate. This survey found that 89 percent of hiring managers think that candidates with weak, soft skills are more likely to turn out to be “bad hires.”1

Unlike technical or hard skills, which are specific and job-related, soft skills are transferable and can be applied across different roles and industries. By continuously developing these skills, you can differentiate yourself from the competition, build strong relationships, and be more likely to get promoted.

Soft skills are not static; they can be cultivated and refined over time, making them a valuable investment in your personal and professional development.

Top 12 In-demand Soft Skills in the Workplace Today 

The modern workplace demands more than technical skills and qualifications. Soft skills play a critical role in shaping successful careers and thriving in the dynamic business landscape. As the job market evolves, employers seek to have employees who possess the following skills on their team:

1. Communication Skills

Arguably the most crucial soft skill in any workplace is effective communication. This skill goes beyond simply conveying information; it involves actively listening, understanding others’ perspectives, and expressing ideas clearly and professionally. Communication skills enable you to collaborate with colleagues, managers, and clients. It also helps prevent misunderstandings and conflicts.

In today’s digital age, communication occurs through various channels like email, instant messaging, video calls, and social media. Adeptly navigating these platforms and understanding the nuances of written and verbal communication is essential.

2. Emotional Intelligence

Emotional intelligence (EI) refers to the ability to recognize, understand, and manage one’s own emotions and those of others. High EI is associated with empathy, self-awareness, adaptability, and strong interpersonal skills. Being emotionally intelligent allows you to handle workplace challenges with composure, build empathy toward colleagues, and effectively manage conflicts.

3. Adaptability and Flexibility

In a rapidly changing work landscape, being adaptable and flexible is vital for staying relevant and successful. Industries are constantly evolving due to technological advancements, market fluctuations, and global events. Individuals who can embrace change and quickly adjust their approach to new situations are highly valued by employers.

Adaptability allows you to take on new challenges, learn new skills, and thrive in uncertain environments. Additionally, showcasing a positive attitude towards change inspires confidence in your ability to lead and navigate others through transformations.

4. Time Management

Time is a precious resource, and effective time management is crucial for maintaining productivity and achieving goals. Employees who prioritize tasks, set realistic deadlines, and avoid procrastination are more likely to excel in their roles.

With numerous responsibilities and deadlines in a modern workplace, time management ensures that you can meet commitments efficiently without feeling overwhelmed. It also demonstrates your reliability and professionalism, leaving a positive impression on your colleagues and supervisors.

5. Critical Thinking and Problem-Solving

Critical thinking involves analyzing information objectively and making informed decisions based on evidence and logic. Employees with strong critical thinking skills can assess complex situations, identify potential challenges, and devise innovative solutions.

Problem-solving goes hand-in-hand with critical thinking. It involves finding resolutions to challenges that arise. Being a proactive problem solver allows you to contribute to your team and positively impact the organization’s overall success.

6. Teamwork and Collaboration

In today’s interconnected world, teamwork and collaboration have become integral to workplace success. Whether working on a project with colleagues from different departments or collaborating remotely with team members in different time zones, the ability to work cohesively as part of a team is highly valued.

Effective teamwork involves active communication, respect for diverse perspectives, and a willingness to share responsibilities and credit for success.

7. Leadership and Influence

Leadership is not limited to managerial positions; it can be demonstrated at any level of an organization. Good leaders inspire and influence others positively, guiding their teams toward achieving shared objectives.

Strong leadership involves effective communication, setting clear goals, providing feedback, and leading by example. Cultivating leadership skills showcases  your ability to motivate and mentor others.

8. Conflict Resolution

Conflict is inevitable in any workplace, but effective conflict resolution can prevent escalation and maintain a professional atmosphere. Employees who can handle conflicts constructively, listen to all parties and work to find solutions that satisfy everyone involved. Conflict resolution skills contribute to better team dynamics and help organizations navigate challenging situations while minimizing disruptions.

9. Networking and Relationship Building

Networking allows you to gain new perspectives, opportunities, and industry insights. It can also lead to potential collaborations or future career advancements.

Active networking involves attending industry events, engaging with peers online and offline, and maintaining genuine connections. Building relationships opens doors to exciting prospects and strengthens your professional reputation.

10. Resilience

The modern workplace can be demanding and challenging, leading to stressful situations and setbacks. Resilience is the ability to bounce back from setbacks and maintain a positive outlook.

Resilient individuals can cope with failures, learn from their mistakes, and keep projects on track . Demonstrating resilience shows your ability to handle pressure and inspires confidence in your colleagues and leaders.

11. Positive Attitude

Maintaining a positive attitude can impact your workplace experience and productivity. It allows you to stay optimistic and see obstacles as opportunities for growth. A positive attitude doesn’t only boost your energy but also influences and motivates those around you.

12. Accountability and Responsibility

Taking ownership of one’s actions and being accountable for outcomes is a sign of a reliable and trustworthy employee. Individuals who demonstrate responsibility can be counted on to meet deadlines, admit mistakes, and take corrective action when needed. Accountability fosters a culture of integrity and reliability, earning the respect and trust of colleagues and superiors alike.


At Peak Performers, we believe that every individual possesses unique talents and abilities that can contribute to a thriving workplace. Our dedicated team of professionals is here to support you throughout your job search, providing personalized guidance and matching you with employers who prioritize diversity and embrace the value of your soft skills.

Whether you’re a seasoned professional or just starting your career, our inclusive approach to talent acquisition ensures that your abilities and strengths are recognized and celebrated. Contact us to learn more about how we can help.


1. “LinkedIn Releases 2019 Global Talent Trends Report” LinkedIn Pressroom, 28 January 2019,

Salary Negotiation 101: A Job Seeker’s Guide to Securing Fair Compensation 

Congratulations on securing an interview and getting one step closer to your career aspirations! As you prepare for your job offer, you will need to be thinking about salary negotiation.

Negotiating for better pay may seem intimidating, but it can significantly impact your future earnings and career trajectory. In this guide, we’ll walk you through the art of salary negotiation, equipping you with the knowledge and confidence to secure fair compensation.

Why is Salary Negotiation Necessary? 

Negotiating salary can significantly increase your earnings. According to Business Insider, salary negotiations can make up to a $1 million difference in your lifetime earnings.¹ By earning a higher or better salary early in your career, you have more chances of earning more as you progress and move on to your next roles.

But your salary isn’t just a number on your paycheck; it reflects your market worth, skills, and experience. Negotiation shows that you believe in your abilities and are willing to stand up for what you deserve.

How to Effectively Negotiate Your Salary for Better Compensation 

Even when offered underpayment, many people don’t negotiate out of fear of losing their job offer. Most employers are willing to negotiate but want to be assured they’re getting their money’s worth. Here are six salary negotiation tips to help you negotiate your salary successfully:

1. Research, Research, Research!

Knowledge is power—and this couldn’t be truer when it comes to salary negotiation. Before heading into negotiations, arm yourself with research on salary expectations for your desired position and industry.

Explore salary data websites like Glassdoor, Payscale, and LinkedIn Salary Insights. These platforms provide valuable real-market average salaries for different roles, considering factors like location, experience, and company size.

Additionally, you can consider reaching out to professional networks, industry peers, or mentors to gain a real-world perspective on salary ranges. Gathering information from multiple sources will help you understand your market value better.

Related Article: Salaries on job description 

2. Know Your Value and Leverage Your Skills

Now that you have gathered data on salary ranges, it’s time for some self-reflection. Assess your skills, experience, and achievements to identify what makes you stand out as a candidate. Highlight your unique selling points during the negotiation process, and be realistic with yourself about what you can ask for

Prepare a list of your accomplishments, certifications, and specialized skills. This will boost your confidence but also demonstrate your value to the employer. Remember: you’re not just asking for a higher salary; you’re providing reasons why you deserve it.

3. Ask About Fringe Benefits

Before you even receive an offer, you can ask for the other benefits the company may provide. It may not be monetary, but having extra benefits completes the package and can contribute to a more fulfilling career.

Each company offers different packages, and learning these will help you decide better. While others prepare free food, others have onsite childcare or tuition reimbursement. Here’s a list of popular fringe benefits companies provide:

  • Professional development
  • Travel reimbursement or company cars
  • Extra vacation or leaves
  • Health and wellness programs like employee assistance programs
  • Financial counseling
  • Flexible work hours
  • Discount programs or coupons

4. Timing Is Everything

Avoid discussing compensation during the initial stages of the interview process. Let the employer express their interest in you and your qualifications first. It’s essential to establish a rapport and showcase your potential before diving into the numbers game.

Once the employer is interested and you’re confident that you want the job, initiate salary discussions. If the employer brings up the salary question first. Be prepared to share your expected salary range and keep the door open for further negotiations.

Ideally, discuss your salary right after getting a job offer. You can ask for some time to think about the offer, but don’t wait too long

Related Article: Virtual Interviews: Essential Tips and Tricks for Jobseekers 

5. Develop Your Negotiation Strategy

Successful negotiation requires a thought-out strategy. Here are some essential tips to help you navigate the process:

Aim high, but be realistic. 

Start by setting a target salary within the higher range of the researched data. Be ambitious but also realistic, and know at what range you will accept an offer. Make sure your target aligns with your experience and the value you bring to the company.

Consider the entire compensation package. 

Remember, salary isn’t the only component of your compensation package. Benefits like health insurance, retirement plans, stock options, flexible working hours, and professional development opportunities can add significant value to your overall package.  Make sure to ask about these fringe benefits during negotiations.

Practice your pitch. 

Rehearse your negotiation pitch beforehand so you can confidently articulate your worth during the actual conversation—practice with friends or family members, seeking their feedback to refine your pitch further.

Stay positive and collaborative. 

Negotiation doesn’t have to be confrontational. Approach the discussion as a collaborative effort to find a mutually beneficial solution. Show enthusiasm for the job and the company, reinforcing your desire to contribute effectively.

Employers often allocate a pre-determined budget for each role. This can be affected by the company’s growth, economy, geographical location, industry, and many more. Considering your employer’s needs is also crucial to a good negotiation—think of it as a two-way street.

6. Be Prepared for Counteroffers

Employers may not always meet your initial proposal, so be ready for counteroffers. If the employer offers a lower salary than your target, consider negotiating other aspects of the compensation package to bridge the gap.

Also, know when to walk away from a job offer. While this can be difficult, part of negotiation is being willing to politely decline an offer so you can seek out a job that pays you what you expect to make.

7. Avoid Sharing Your Current Salary

In many regions, such as Alabama, Georgia, California, and Illinois, it has become illegal for employers to ask for your current salary during interviews.² Nevertheless, even if there are no laws against it wherever you are, avoid sharing this information, as it may anchor their offer to your current earnings.

Sometimes, employers ask these questions to see if you fit within their budget, how you see yourself, and your experience level. You deflect the question by:

Learning more about the role. 

Ask for some time to learn more about the position so that you can give a more realistic expectation.

Giving a range. 

Provide a range instead of the actual previous salary or the expected salary you want. Keep the range around $5,000, and make sure your bottom range is close to your target.

Considering other benefits. 

Instead of focusing on your salary alone, try to look at other benefits the company may offer, like equity, bonuses, stock options, and other benefits they may offer.

Examples of What to Say During Salary Negotiations 

What you say and how you say it can significantly impact the outcome. Here’s how you can structure your salary discussion:

1. Opening Statement

“Thank you for considering me for the [Job Title] position. I’m thrilled about the opportunity to potentially join [Company Name] and contribute to its success.” 

2. Highlighting Relevant Accomplishments

“During my previous role as a [Previous Position], I successfully led a cross-functional team that streamlined processes, resulting in a 20% increase in productivity. The better part is that I also received commendations for my strong problem-solving skills.” 

3. Showcasing Skills and Value

“I’m confident that my proficiency in [Relevant Skills] and my ability to adapt to changing environments would make me a valuable asset to your team.” 

4. Research-Based Request

“Based on my research of industry salary ranges and considering my experience and qualifications, I believe a salary in the range of [Your Target Amount] would be a fair reflection of my market value.” 

5. Expressing Enthusiasm

“I am genuinely excited about the possibility of contributing my expertise to [Company Name] and driving its future growth.” 

6. Handling Counteroffers Gracefully

“While I understand that there might be budget constraints, I hope we can work together to find a compensation package that aligns with my skills and the value I can bring to [Company Name].” 

7. Remaining Positive and Appreciative

“Thank you again for this opportunity. I look forward to becoming a part of the team!” 

The Art of Negotiation: Dos and Don’ts 

As you enter the negotiation room, keep these dos and don’ts in mind to ensure a smooth and effective process:


  • Be assertive but never aggressive. Also, be sure to maintain a composed demeanor throughout the conversation.
  • Back up your requests with concrete data and specific examples of your accomplishments.
  • Pay attention to the employer’s perspective and be open to their input.
  • Always express gratitude for the opportunity and the employer’s consideration, regardless of the outcome.


  • Don’t undervalue yourself or settle for less because you fear rejection. Stand firm and advocate for your worth.
  • Avoid making ultimatums or threatening to walk away if your demands aren’t met. Instead, focus on finding common ground.
  • Avoid rushing because negotiation takes time. Be patient and stay committed to achieving a fair agreement.
  • Don’t burn bridges even if the negotiation doesn’t go as planned. Remain professional and courteous.

Embrace the Outcome 

After all the discussions and negotiations, you’ve reached an agreement—fantastic! If the employer meets your target salary or offers a package that aligns with your expectations, congratulations on securing fair compensation!

However, don’t be disheartened if the employer’s final offer falls short of your expectations. Evaluate the entire compensation package, including benefits and growth opportunities. Sometimes, the overall benefits may outweigh a slightly lower salary. Ultimately, your decision should be based on the alignment of the job with your long-term career goals and your satisfaction with the offered package.

Wishing you all the best in your future job endeavors and a career journey filled with success and growth! Happy negotiating!

Related Article: Improve Your Job Search Online, Look Beyond Job Titles! 


Peak Performers is here to help.

We understand that salary negotiation can be an overwhelming process, especially for job seekers with disabilities who may face unique challenges in the job market. Our team of expert recruiters ensures that you receive fair compensation that reflects your skills and expertise.

We’ll work closely with you to understand your career goals, conduct in-depth research on industry standards, and skillfully negotiate with potential employers while keeping your best interests at heart.

Don’t let the fear of negotiating hold you back from progressing in your career.

Contact us today to learn more about how we can help.


1. Loudenback, Tanza and Gould, Skye. “The first big career choice you make can haunt you for years — and cost you $1 million” Business Insider, 22 Sep. 2022,

2. “Salary history bans” HR Dive, 20 Apr. 2023,

Networking in 2023: Offline and Online Relationships Matter 

In today’s interconnected professional landscape, the power of networking cannot be underestimated. It has become a vital skill that can open doors, foster collaborations, and propel career growth.

However, successful networking goes beyond merely exchanging business cards at events. It hinges on building meaningful relationships that stand the test of time and serves as a foundation for professional success.

In this article, we provide practical and effective networking tips that can help you establish genuine connections, expand your network, and unlock exciting opportunities that can propel your career to new heights.

What Is Networking and Why Is It So Important? 

Networking is the process of creating and nurturing relationships with other professionals and individuals in your field of interest or industry. It involves actively engaging with others, whether in person or online, to build a mutually beneficial connection. And it is important for several reasons:

1. Opportunities

According to Zippa, Networking has been instrumental in securing the current employment of approximately 70% of individuals.¹

Networking helps professionals to expand their opportunities for career growth, job prospects, and business ventures. Connecting with a diverse range of individuals increases your chances of learning about new job openings, projects, collaborations, and partnerships.

 2. Knowledge and Learning

Networking allows professionals to gain valuable insights, knowledge, and expertise from others in their field. Imagine engaging in conversations, attending industry events, or participating in professional groups. These activities can expose you to new ideas, industry trends, and best practices.

 3. Collaboration and Support

Networking provides a platform for collaboration and support. You can find potential mentors, advisors, and partners who can guide you, share their experiences, and support your professional journey. Building a solid network can lead to mutually beneficial relationships where professionals he