Deloitte has just released its Human Capital Trends 2018 report based on a survey of more than 11,000 human resources and business leaders around the world. The annual study, this year focusing on the rise of the social enterprise in the corporate world, is the largest longitudinal survey of its kind.

The report shows how the world of work is changing to be more personalised and connected, with formal hierarchies breaking down to be replaced by networks of teams.

There's no denying the gender pay gap. It's there: The average pay for a man, the average pay for a woman, and space between. The gap exists regardless of whether or not you believe it exists. Wage gap deniers don't deny the gap itself; they deny its significance. Women stay at home with children, so the numbers make sense, they say. Women don't negotiate, so of course there's a gap.

IBM has announced the finalists of the Workplace for the Year in New Zealand. The award categories split the finalists into groups depending on the number of employees, with with the smallest category covering businesses with fewer than 49 staff. Large companies were those with more than 750 employees with a couple of other groups in between. But that's had me thinking - what makes a great workplace?

We asked, and you delivered -- how do you work near junk food without pigging out? From bringing a sensible lunch to developing weird habits, here are the strategies that worked for you.

Workplace sexual harassment affects far more women than men, but men are the ones who bear responsibility for ending it. Besides, of course, not harassing women, we need to stand up for them, especially (and unfortunately) as we're more likely to be heard and respected than the victims themselves. Esquire has a guide to noticing, handling, and reporting sexual harassment, including how to escalate a complaint to a superior, HR, and even the press.

Every organisation has their sexual harassers, and their identities rarely stay truly secret. Somebody knows, somebody talks, but the people in a position to do something about it -- bystanders, higher-ups -- often figure it isn't their problem. This has to stop.

We spend almost half of our waking hours at work (how's that for a depressing thought?) so if your workplace is stressful, or if it's full of bullies and harassers, your mental health can suffer. For World Mental Health Day, the World Health Organisation put this together so your employer knows how they can and why they should keep you mentally healthy.

Hi Lifehacker! I recently applied for an internal job which unfortunately I didn't get. One of my friends, however, did get the job. This friend has no job skills, no experience, and no industry knowledge. I'm struggling to understand how he got this role, and what's more, how I should react when he joyfully reminds me of his new role every other day. Do you have any advice or ways I can handle this? What do you do when your friend gets the job you wanted?

Dear Lovehacker, I moved cities late last year and my old boss is going to be in town for a visit soon. He suggested that we catch up but my only availability was during the evening. I didn't even think that it could be a problem until after we arranged to have dinner. He has a wife and I'm not sure if I should be worried about what she would think, especially because I'm single. Am I just being paranoid or is there something a bit off about having dinner alone with a married man? Thanks, B.

We know that gossip can be about as real and credible as the fairy tales you were told as a kid, but this knowledge doesn't deter some people from engaging in it. Here's why people gossip (or participate in it) and what to do if you become the subject of gossip.

iOS: Ever been curious about exactly how much the men and women at your office speak during a meeting? GenderEQ can track that and break it down into percentages.

Bullies are notoriously hard to deal with because they don't act rationally or with respect. However, in a workplace setting you can still take charge of the situation by asking them to explain what their issue is.

You have a coworker who, to put it diplomatically, has a hard time keeping their leadership tendencies in check. In other words, he treats you like he's the boss. He provides a ton of constructive feedback (even when you didn't ask for it), divides up roles on team projects (giving himself the best one) and quashes any opportunity for others to have a say.

If you are the type of lazybones who, rather than washing their coffee cup after each use, simply pours fresh coffee over the evaporated residue of yesterday's cup, I have good news for you. You don't actually need to wash your coffee cup every day.

Your coworker complains that your loud phone calls are distracting him, and you fire back that he's always late to meetings. Or you try to tell your boss the new system she's implemented is inefficient, but find yourself talking in circles. Or maybe your team has been at odds for weeks about how to tackle an assignment, and now you're about to miss the deadline. If any of that sounds familiar, you're not alone.

A vibrant work culture often involves a level of closeness among a company's workforce. What better way to cultivate this than to host social gatherings with workmates? While 56% of Australians have monthly or weekly catch-ups with colleagues outside work hours, 64% of employers are unwilling to foot the bill for work-related drinks and food. Considering a strong sense of camaraderie among colleagues would definitely benefit a business, should employers be expected to pay for what is essentially team-building outings?

Of all the things that can make you worry at work, some of the worst are the problems you create. This is especially true when negative things happen and you find yourself waiting for them to happen again. Let me give you a couple of examples.

"I've been giving it some thought," I said in a team meeting at one of my previous jobs, "And I really think the partner listings on our website would function better if we -- " "Let me jump in," interjected one of my co-workers, before I was even able to finish my thought and put my idea out on the table.

Depending on the type of bosses you've had over the years, you might assume that performance review appraisal scores tend to have a more positive bias. The Harvard Business Review did some research and found they're more negative than you probably think.