Tammy Browning

Senior Vice President & Group President of Enterprise Talent Management, Kelly -cl A

Search every verified Tammy Browning interview, podcast appearance, and on-the-record quote — each transcript cross-checked by AI and human review to confirm speaker identity. Tammy Browning, Senior Vice President and Group President of Enterprise Talent Management at Kelly, has discussed workforce trends and challenges in several public appearances. In a September 2023 podcast, she cited findings from Kelly’s 2022 Global Workforce Report, stating that 72 percent of executives plan to leave their jobs within two years and that nearly two-thirds of firms lack data analytic tools to track employee retention and productivity. She said organizations can no longer rely solely on brand recognition to attract talent and that workers are increasingly asking for flexibility, technology enablement, and continuous development. Browning also noted that one in two jobs in America are considered low-wage with limited flexibility and that wage increases for low-wage workers are often absorbed by inflation. She advocated for including underrepresented talent, such as individuals with minor criminal offenses, to help meet diversity and inclusion goals. In a September 2021 discussion of Kelly’s 2021 Workforce Agility Report, Browning said that only 10 percent of organizations surveyed were classified as “vanguards” in workforce agility, and that these organizations reported improved well-being, productivity, and revenue growth. She stated that 59 percent of executives expected their businesses to adopt a hybrid model post-pandemic and that demand for talent had risen significantly, but that many organizations faced a “leaky bucket” of talent leaving due to low engagement. Browning noted that only 32 percent of millennials were engaged in their jobs and that one in four companies believed their leaders lacked skills to manage a remote workforce. She said organizations were increasingly considering broader definitions of diversity, including neurodiverse individuals and opportunity youth, but that biases and corporate policies still excluded many underrepresented groups.