How post-pandemic working practices have opened doors to under-represented groups | Talent Matters
EP215 | The evolution of D&I in recruitment and how to start your D&I journey - Dave talks to Cynthia Davis and Tobi Olowu 🎧 https://open.spotify.com/episode/5Ecns7HeqH099y0w4nzQmq?si=1w_fDQ-TRzSBwVcSid15_g 📖 https://wave-rs.co.uk/blog/dave-talks-to-cynthia-davis-and-tobi-olowu/ — The change in people’s working patterns post-COVID has hugely impacted D&I and allowed businesses to open up their talent pools more. Pre-pandemic, if a candidate wanted more flexible working patterns, even requesting just one day a week from home, many organisations flat-out refused. All that changed when we were forced to work remotely and companies realised that not only did it work but that there were huge benefits to it, including the ability to tap into talent that would have remained out of reach. Remote and hybrid working has allowed people with disabilities to do great work and be more productive. It’s opened up more talent pools as it’s brought people back into the world of work that would have otherwise considered it not effective for their lifestyle. Geographical locations need not be a barrier anymore. It’s opened up more avenues for people who for so long were excluded from the workforce. What’s important is that we don’t lose the connection that is so easy when in-person but that is absolutely doable. Companies simply need to adopt ways of working and make those changes fit for purpose.
