In September 2021, I shared a 74-page report by Harvard Business School and Accenture titled “Hidden Workers: Untapped Talent.” This report identified several barriers that hinder organizations from considering “hidden workers” as potential employees or workers. Hidden workers are characterized as individuals who are seeking employment but face obstacles because of hiring practices that primarily focus on what they lack, such as credentials, rather than recognizing the value they can bring in terms of skills and capabilities. These hidden workers encompass diverse groups, including individuals without degrees or traditional qualifications, those with health issues, and individuals with previous incarceration records, among others. As a part of a series of follow-up reports, this recently released 21-page report delves into a specific subset of hidden workers: part-time workers. Many part-time workers report various factors that hinder them from realizing their full potential, such as caregiving responsibilities, health challenges, and partial retirement, among other reasons. The report sheds light on different segments within the part-time worker category and presents strategies for employers aiming to attract them, either for part-time positions or to transition them into full-time roles. While there are many insights in this report, one main takeaway is: by learning about and accommodating the needs of these workers, firms can tap into this underutilized talent pool. In addition to the report, I am resharing this infographic by i4cp that shows how high-performance organizations tap into 11 talent sources to acquire the skills and capabilities they need.