What I read this week...
Trump eyes Shein and Temu for forced labor ties, federal workers face office space shortages, Oracle’s AI reshapes HR, plus a look at evolving human capital disclosures and DeepSeek’s market impact.
Trump administration weighs adding Shein, Temu to forced labor list (Semafor)
The Trump administration is considering adding popular Chinese retailers Shein and Temu to the Department of Homeland Security’s forced labor list, signaling a crackdown on consumer imports from China, though no final decision has been made. This follows recent policy changes, including the closure of a loophole that previously allowed these companies to bypass tariffs and scrutiny, amid ongoing concerns over forced labor in supply chains.
Trump ordered workers back to the office. They ask, where, exactly? (WP)
President Trump’s mandate for federal employees to return to in-person work faces a logistical challenge, as many agencies lack sufficient office space after downsizing during the pandemic. With some workers having no assigned desks and others hired as fully remote employees, the administration's push to consolidate office space and reduce federal buildings has sparked concerns over feasibility and potential job cuts.
DeepSeek, Open Source, Tariffs, DOGE, Market Impact | BG2 w/ Bill Gurley & Brad Gerstner (Youtube)
Not a read, but well worth a watch if you’re interested in learning more about why markets reacted the way they did following Deepseek’s R1 release, as well as a lively debate around open source, tariffs, and DOGE.
Inside Oracle’s New AI Agents For Human Capital Management (Forbes)
Oracle has introduced AI-powered agents in its Fusion Cloud Human Capital Management suite to automate routine HR tasks, enhance performance reviews, and streamline hiring and onboarding. These AI agents aim to improve workforce productivity by reducing administrative burdens, offering personalized career guidance, and integrating seamlessly with other business functions, marking a shift toward more intelligent, automated enterprise applications.
Four Years of Evolving Form 10-K Human Capital Disclosures (Gibson Dunn)
An older piece, but one I found absolutely fascinating this week. A review of S&P 100 companies' Form 10-K human capital disclosures reveals that most firms are making only minor year-over-year changes, with a trend toward shorter disclosures and fewer quantitative metrics. Key topics such as culture initiatives and pay equity have seen increased focus, while COVID-19 and diversity targets are being mentioned less frequently. Companies are increasingly emphasizing talent development, employee retention, and workforce composition, while quantitative disclosures on turnover rates and pay gaps remain limited, reflecting a shift toward qualitative narratives over detailed workforce metrics.
What a weird and wonderful world,
