Look around any distribution center and you’ll see dozens of devices powered by batteries. They range from large-scale cells in electric forklifts, to mid-size units in autonomous mobile robots (AMRs), to slim, palm-size batteries in barcode scanners and smartphones. Despite the ubiquity of these applications, there is more work to be done. That’s why a battery-industry group has launched an initiative it hopes will encourage the next generation of engineers to continue developing smaller, safer, more powerful industrial batteries.
The effort is funded by donations from BCI member companies, including the lead donors Entek and Daramic, as well as gifts from more than a dozen other companies, including such distribution center stalwarts as Crown Battery, East Penn, and EnerSys.
Put another way, only 6% of Fortune 500 companies scored an A for their cybersecurity efforts, as companies worldwide hustle to defend against threats caused by the increasing sophistication of cyberattacks, coupled with the expanding attack surface due to cloud adoption, remote work, and complex supply chains.
That assessment comes from a Cybernews Business Digital Index report from the Vilnius, Lithuania-based group, which evaluated risk across seven key areas: software patching, web application security, email security, system reputation, SSL Configuration, system hosting, and data breach history.
Despite those poor results, the category of transportation and logistics companies had the highest share of A-level companies (20%). That was following by technology and IT (18%), healthcare and pharmaceuticals (10%), and construction and engineering (9%), the security experts found.
Waves of change are expected to wash over workplaces in the new year, highlighted by companies’ needs to balance the influx of artificial intelligence (AI) with the skills, capabilities, and perspectives that are uniquely human, according to a study from Top Employers Institute.
According to the Amsterdam-based human resources (HR) consulting firm, 2025 will be the year that the balance between individual and group well-being will evolve, blending personal empowerment with collective goals. The focus will be on creating environments where individual contributions enhance the overall strength of teams and organizations, and where traditional boundaries are softened to allow for greater collaboration and inclusion.
Those were the findings of the group’s report titled "World of work trends 2025: The collective workforce.” The study was based on data drawn from the anonymized responses of 2,175 global participants of the Top Employers Institute’s HR Best Practices Survey for 2025, and 2,200 organizations from its 2024 edition.
To cope with those broad trends, the report found that companies must adopt “systems thinking,” a way of understanding how different parts of a system—whether an organization or a society—are connected and influence each other. Leaders who learn that skill can design holistic strategies that align employee needs with organizational priorities and broader societal challenges, the group said.
Toward that goal, the report highlights five trends that are reshaping and impacting the global workforce for 2025. They include:
Sustainable Workplaces - integrated partnership between society and organizations. In 2025, organizations will face growing pressure to address global challenges ranging from ethical AI use in the workplace to demographic changes like declining birth rates and an aging population. These issues are no longer isolated from business; they demand an integrated partnership between society and organizations. For example, labor shortages driven by demographic changes challenge companies to rethink their workforce strategies for future sustainability; for example, family-friendly offerings have increased substantially over the last year as employers acknowledge the reality that many more people are now responsible for aging relatives as well as young children.
New belonging – networking beyond to connect with various jobs, industries, and networks. Unlike previous generations, today’s employees change jobs and careers with greater fluidity, spanning multiple organizations over relatively short periods. This shift is reshaping the traditional, company-centered sense of belonging into a more dynamic, interconnected experience. Employees no longer expect to build lasting relationships solely within a single organization, but rather they form communities that stretch across various jobs, industries, and networks, sometimes even in public coworking spaces where the people they interact with daily may not even work for the same company. However, this fluidity offers companies a unique advantage: as employees move between organizations and interact with diverse professionals in shared spaces, they bring with them fresh ideas, innovations, and relationships that generate significant value.
Transforming experiences – “new collar” jobs. In 2025, we will see a substantial blurring of the traditional categories of “white collar” jobs—typically clerical, administrative, managerial, and executive roles—and “blue collar” jobs, which are typically found in the agriculture, manufacturing, construction, mining, or maintenance sectors. The nature of jobs once considered blue-collar has changed dramatically, thanks in no small part to advancements in technology, especially AI. Post pandemic, there seems to be a much higher demand in many places around the world for skilled trades and manual labor, coupled with a growing emphasis for needed skills over formal qualifications. This shift, sometimes described as the rise of “new collar” jobs, combines the technical expertise often associated with blue-collar work with the adaptability and digital skills needed in today’s job market.
Neuroinclusion - a competitive advantage. Organizations are also increasingly recognizing the advantages of including neurodivergent individuals in the workplace, hiring people with autism, dyslexia, dyspraxia, dyscalculia, and ADHD, as well as certain mental health conditions. In addition to bringing bringing unique perspectives and capabilities, these employees are also an important part of Diversity, Equity and Inclusion (DEI). This practice often requires companies to provide accommodation, adjustments, and support, but 2025 will bring a more radical shift, as neuroinclusivity is evolving from an afterthought to a foundational principle in workplace design, culture, and HR policies.
AI-powered leadership - balance between human intuition and AI’s analytical power.
If 2024 marked AI’s disruption of highly skilled roles like software development and healthcare, 2025 will be the year AI reshapes the highest levels of leadership, bringing a new balance between human intuition and AI’s analytical power. In this evolving landscape, leadership is no longer an individual pursuit, but a collective effort changed by intelligent systems. AI is not just influencing mid-level roles; it is becoming a partner in the C-suite, helping leaders navigate complexity, understand team dynamics, and make strategic decisions that benefit the entire organization.
Grocery shoppers in Australia will soon be able to zip in and out of the store in record time, bypassing the lines for cashiers or self-checkout kiosks altogether. They can just walk in, make their selections, and walk out with their bags in hand.
The secret to this express shopping experience is the “Caper Cart,” an AI (artificial intelligence)-powered smart trolley from San Francisco-based Instacart. In its first deployment in the Asia Pacific (APAC) region, the system is being tested by Coles Supermarkets, a food and beverage retailer with more than 1,800 grocery and liquor stores throughout the country.
To get started, customers simply grab a grocery cart-sized smart trolley at the store’s entrance and begin shopping, depositing the items directly into shopping bags as they go. The Caper Carts use onboard AI, cameras, and a built-in scale to automatically recognize items as they’re added to the trolley. Customers can watch their running total display on a screen—just as if they were shopping online—then swipe their credit card on the trolley’s payment terminal to complete the purchase.
“As the first retailer in Australia to introduce AI-powered trolleys, we’re excited to offer our customers a convenient and engaging way to shop in-store, helping them save time, manage their budget, and check out faster—or at their own pace,” Coles’ chief digital officer, Ben Hassing, said in a release. “The Coles smart trolley illustrates our omnichannel approach, leveraging digital capabilities to enrich the in-store experience.”
Transportation leaders, policymakers, administrators, and researchers from government, industry, and academia will gather January 5-9, 2025, in Washington, D.C., for the 104th annual meeting of the Transportation Research Board (TRB), sponsored by the National Academies of Sciences, Engineering, and Medicine.
The meeting’s program covers all modes of transportation and features hundreds of sessions and workshops on various transportation-related topics. The theme for this year’s conference is how innovations in technology, business, and processes help support transportation’s role in a thriving society, according to TRB.
Speakers at this year’s event include TRB executives as well as federal, state, and international government leaders and policymakers. Discussions on zero-emissions freight, supply chain shifts, automated vehicles and roadway digital infrastructure, National Transportation Safety Board investigations, and other topics will take place throughout the week, according to TRB. Held every January in Washington, D.C., the TRB Annual Meeting attracts more than 13,000 attendees from throughout the United States and around the world.
If you’re looking to make the packaging process more eco-friendly, the obvious place to start is with the box itself. And that’s exactly what Salt Lake City-based Packsize did when it made its initial foray into sustainable packaging back in 2002. That year, the company launched its first product, an innovative on-demand packaging system designed to reduce cardboard waste (and the need for filler material) by creating a right-sized box for each shipment.
Now the company is ready for the next step: greening up the glue.
According to Packsize, 300 billion boxes around the globe are sealed using 500,000 tons of hot-melt adhesive every year, contributing significantly to global emissions generated by the paper-based packaging industry. In a bid to cut those emissions, Packsize recently teamed up with Henkel Adhesive Technologies, a unit of the German chemical and consumer goods company Henkel, to launch Eco-Pax, a bio-based hot-melt adhesive designed to lower carbon footprints without sacrificing performance.
Eco-Pax is made from bio-based raw materials, forgoing traditional fossil-based ingredients. The adhesive will soon be used on more than 340 million boxes produced annually using Packsize’s right-sized packaging machines. That single change is expected to reduce Science Based Targets Initiative (SBTi)-relevant greenhouse gas (GHG) emissions up to 32%, which is equivalent to the burning of 1.75 million pounds of coal, the partners said.
“Partnering with an innovative leader like Packsize to launch a bio-based adhesive solution is a big step toward building a more sustainable packaging value chain,” Kevin Heffernan, head of business development, North America, consumer goods adhesives, Henkel Adhesives Technologies, said in a release. “Together, we’re setting a new standard for sustainability in packaging while delivering the high-performance brands and consumers trust.”