As firms shift from a survival to a thriving mindset in the context of COVID-19, many of them will use 2021 to refine and reimagine practices, processes, and policies that support new ways of working. This 28-page I4CP report provides insights from HR, talent, learning, talent acquisition, Diversity, Equity and Inclusion (DEI), and people analytics leaders on managing these areas in the year ahead. While each practice area provides specifics for those respective areas, five overall priorities have emerged. 1) Culture Renovation (e.g., intentionally changing (renovate) culture will increase). 2) The Fluid and Borderless Organization Powered by Partnership (e.g., purposeful partnership and movement—both internal (across functions and business units and with employees) and external (across suppliers, customers, competitors, academia) to obtain needed skills, 3) DEI at its Tipping Point (e.g., firms will feel compelled to publicize DE&I goals and be under pressure to attain them, 4) Human Capital Disclosure Requirements, (e.g., determining what HC information to disclose publicly), 5) Holistic Well-Being, (e.g., organizations are doubling down on WB programs and initiatives. Firms can use this reference as they continue to refine and execute their priorities for the new year. Thanks to Kevin Oakes of I4CP for providing this direct link to the report. For more information about I4CP, you can visit their website.