-
Tech Layoffs and Diversity: A Troubling Trend
In recent years, tech layoffs have become all too common. Companies in the industry frequently restructure and cut jobs in an effort to streamline operations and cut costs. While these layoffs can have a negative impact on workers and their families, they can also have a significant impact on diversity in the tech industry.The tech industry has long struggled with diversity, with many underrepresented groups being underrepresented in the workforce. This lack of diversity is not just a problem for those who are excluded, but for the industry as a whole. Diverse teams have been shown to be more innovative and make better decisions, leading to better outcomes for both the company and its customers.Tech layoffs can exacerbate this problem by disproportionately affecting underrepresented groups. For example, if a company lays off a large number of workers, those who are the last to be hired may be the first to be let go. This can disproportionately impact newer employees, who are often from underrepresented groups. In addition, layoffs can disrupt the pipelines that bring diverse talent into the industry, such as internships and entry-level positions.So what can be done to address this issue? One solution is targeted hiring and retention efforts. Companies can actively seek out and hire diverse candidates, and implement policies and practices that help retain them. This can include things like diversity and inclusion training, fair and transparent promotion processes, and supportive workplace cultures.Another solution is to invest in diversity and inclusion initiatives that go beyond just hiring and retention. This can include things like mentorship programs, professional development opportunities, and partnerships with organizations that support underrepresented groups in tech.In conclusion, tech layoffs can have a negative impact on diversity in the industry. To address this issue, companies need to take proactive steps to hire and retain diverse talent, and invest in initiatives that support and advance underrepresented groups. By doing so, the tech industry can build a more diverse and innovative workforce, benefiting both the industry and its customers.
-
Are Employees Getting Replaced by AI?
Robots at Work: The Rise of Artificial Intelligence and its Impact on EmploymentThe rise of artificial intelligence (AI) is transforming the way we live and work. From self-driving cars to intelligent personal assistants, AI is becoming an increasingly common presence in our daily lives. However, one of the most significant ways that AI is impacting our society is in the world of work. As machines and algorithms become more intelligent and capable, there is a growing concern that they will replace human workers and lead to widespread unemployment. In this article, we will explore the impact of AI on employment, including both the potential benefits and the potential risks.One of the most significant benefits of AI in the workplace is that it can help to improve productivity and efficiency. By automating repetitive and mundane tasks, AI can free up human workers to focus on more complex and creative work. For example, a factory that uses robots to assemble cars can produce more cars in less time than a factory that relies on human workers alone. Similarly, an office that uses AI to manage scheduling and email can reduce the amount of time that employees spend on administrative tasks.Another potential benefit of AI in the workplace is that it can help to create new jobs and industries. As AI becomes more prevalent, there will be a growing demand for workers who can design, develop, and maintain the systems and algorithms that power it. In addition, as AI becomes more sophisticated, it will be able to perform tasks that were previously thought to be the exclusive domain of humans. For example, AI is already being used to create art, write music, and compose poetry. As these systems become more advanced, they will create new opportunities for artists, musicians, and writers.Despite these potential benefits, there are also risks associated with the rise of AI in the workplace. One of the most significant risks is that AI will lead to widespread unemployment as machines and algorithms replace human workers. For example, a factory that uses robots to assemble cars will require fewer human workers than a factory that relies on human workers alone. Similarly, an office that uses AI to manage scheduling and email will require fewer human workers than an office that relies on human workers alone. As a result, many workers will be left without jobs and may struggle to find new employment.Another risk associated with AI in the workplace is that it could lead to increased inequality. As machines and algorithms become more intelligent and capable, they will be able to perform tasks that were previously thought to be the exclusive domain of highly skilled and highly paid workers. For example, an AI system that can perform complex legal research or financial analysis will be able to replace human lawyers and financial analysts. As a result, the jobs that are left will be highly skilled and highly paid, while the jobs that are replaced will be lower skilled and lower paid.Despite these risks, it is important to remember that the impact of AI on employment will not be uniform across all industries and occupations. Some industries and occupations will be more affected than others. For example, industries that rely heavily on manual labor, such as manufacturing and construction, will be more affected than industries that rely heavily on knowledge and creativity, such as healthcare and education. Similarly, occupations that involve repetitive and predictable tasks, such as data entry and customer service, will be more affected than occupations that involve complex and creative tasks, such as engineering and research.To prepare for the impact of AI on employment, it will be important for workers, employers, and policymakers to take action. For workers, it will be important to develop new skills and capabilities that will be in demand in the future. For example, workers who are able to design, develop, and maintain AI systems will be in high demand in the future. For employers, it will be important to invest in training and development programs that will help workers to adapt to the changing nature of work. Additionally, employers should also consider implementing policies that promote inclusivity and equity, such as flexible work arrangements, parental leave and support for employee's balancing work and family responsibilities.For policymakers, it will be important to develop policies that support the transition to a more automated workforce. This can include providing retraining and education programs for workers who have lost their jobs due to automation, as well as implementing measures to support workers who are at risk of losing their jobs in the future. Additionally, policymakers should also consider implementing policies that promote inclusivity and equity, such as minimum wage laws and tax policies that target income inequality.In conclusion, the rise of artificial intelligence (AI) is transforming the way we live and work. While it has the potential to improve productivity and efficiency, it also poses a risk of widespread unemployment and increased inequality. To prepare for the impact of AI on employment, it is important for workers, employers, and policymakers to take action. Workers should develop new skills and capabilities; employers should invest in training and development programs and policymakers should develop policies that support the transition to a more automated workforce. By working together, we can ensure that the rise of AI leads to a more inclusive and equitable future for all.
-
Diversity in Cybersecurity: Why hiring the same kind of employees may make your company miss opportunities
As the demand for cybersecurity professionals continue to grow, it's important for companies to consider the benefits of diversity in their hiring practices. According to a study conducted by the Boston Consulting Group, businesses that prioritize diversity have 45% greater revenue from innovation and a 19% advantage over less diverse competitors.But diversity isn't just about improving a company's bottom line. It can also help attract investors. A 2021 Harvard study found that 28% of worldwide investors evaluate a company's environmental, social, and governance ideals before investing. By demonstrating a commitment to diversity and inclusion, companies can appeal to a wider range of investors.Diversity in the workplace allows different kinds of minds to provide solutions and discussions from a different viewpoint. It encourages the flow of creative ideas that can improve the internal relations of a company and ultimately contribute to its growth. In fact, Forbes reports that companies with more diverse management teams have 19% higher revenue due to innovation.But the benefits of diversity go beyond innovation and revenue. A study conducted by Credit Suisse found that companies in which women hold 20% or more management roles generate 2% higher profit margins than those with 15% or less women in management roles.As the cybersecurity industry continues to grow, it's important for companies to consider the benefits of hiring a diverse workforce. By bringing together different perspectives and experiences, companies can solve problems more effectively and stay ahead of the competition. Don't miss out on the opportunities that diversity can bring to your company.
-
New norm? Women referees join world cup tournament
Football fever is taking over the world! With the 2022 FIFA World Cup taking place in Qatar, football fans around the world are ecstatic to see history being made! But history of another kind is being made at this year's world cup. This is the first time that six women from different confederations participate in a World Cup – and this might be the start of a shift where women play a more prominent role in the beautiful game and wider dominated sports industries. The history makers are: Stéphanie Frappart from France, Yoshimi Yamashita from Japan and Salima Mukansanga from Rwanda, and the assistant referees Neuza Back from Brazil, Karen Díaz Medina from Mexico and Kathryn Nesbitt from the USA. Maja Hitij/FIFA/Getty Images source: CNNStephanie Frappart of France has been part of the FIFA International Referees list since 2009 and has been breaking the norm of being a referee on various matches. She’s also the first woman in history to officiate a men's World Cup match last Thursday, when Germany played Costa Rica. In an interview by the official website of Olympics, she said that "It's a strong sign from FIFA and the authorities to have women referees " she said, adding her hopes that this decision can "make things happen".Yoshimi Yamashita of Japan is also not a stranger to international leagues- she was one of the officials in 2019 FIFA Women's World Cup in France.SOURCE: The Japan TimesShe is also vocal on this ‘move’ the management made to include women referees in the World Cup. She said, “There are hardly any female referees in the Middle East, so I would like to see that change, with the Qatar World Cup as the catalyst," On the other hand, Salima Mukansanga from Rwanda actually tried basketball before she switched to football and asked Rwanda Football Federation about joining a refereeing course. Talk about passion!Source: olympics.com The committee that selected this year's referees for the 2022 world cup emphasized that quality, not gender were the main criteria for the job and female referees will not get any special benefits because of their gender. Breaking the glass ceiling in sports brings hope to every sportswoman out there and the six referees officiating at this year's world cup are helping the beautiful game make strides towards greater equality and set an example for all sports.
-
Your 7-Step Guide to Building the Perfect Home Office
In today’s hybrid work setting, home is where work is. While the hyphen in “work-life” has been fading over the last few years, the pandemic seems to have hastened the process and, for better or for worse, demanded a heavily overlapping work-life blend. The importance of the right work environment and tech tools is undeniable in being productive and happy while you work from home.The home office sanctuaryBefore working from home became the ubiquitous norm, having a home office space was far from a necessity. When employees did work from home, they would usually put together their own (often make-shift) remote work setups and trudge on through the day while balancing work demands and distractions at home. What we now need is more than just a home office space - we need a home office sanctuary. One that not only keeps away all interactions from the home side of things but that also prevents the office from intruding into the rest of our lives - a productivity containment zone if you will. All of us have struggled (to different degrees) with some form of work-life spillover during these pandemic years and the need for building a home office that enables you to perform your best while also enjoying it, is worth consideration and investment.Rules for the best home office experienceThe following seven rules are here to help you in creating a work space at home that helps you channel your creativity, productivity and focus - a place that makes sense for you.Rule 1) Location, location, location:Where you choose your work space to be situated, even if it is a small corner, has a huge impact on how you work. This is what dictates the flow of your day. Try to choose a part of the house that is not close to noise from the road, the family room or the kitchen, that either has an attached washroom or easy access to one, and that is relatively secluded from the rest of your home life. What often helps psychologically is if your “office” comes with a bit of a “commute” so that you feel like you’re going to work. Being away from the bedroom is also a good idea because not only does it make you feel less lethargic during the day but it also creates a clear divide so that your sleep cycle is not affected.Rule 2) Ergonomics pays off: How well you work depends heavily on how ergonomically sound your work setting is. This means more than just getting yourself a relatively comfortable chair or a bed-desk. We need to enable ourselves to be productive. Whether it’s how much natural light come into your home office, the angle and height of your desk, the lumbar support your chair provides, the colour of the walls or the lighting within the room, every little aspect plays a part in your output and your general mood at work. Pay attention to all these details and build a space that is bright, engaging and comfortable for you to work in.Rule 3) Organization is your best friend:While we cannot apply Marie Kondo’s wisdom to all aspects of our lives, we surely can try and be more organized in how we work. Your work station, computer, hard drive files, emails and even your day planner could all benefit from the added consideration of creating a system and a flow that helps you work better. Sectioning, chunking and categorizing may seem like heavy time-investments but they pay off in the long run, especially when you’re working from home and looking for a little extra structure.Rule 4) Get your phone setup on point:Remote working automatically implies the necessity for better connectivity. Investing in a good phone and internet plan will benefit you tremendously. This not only makes work easier for you but also makes working with you easier for others. Most organizations do ensure that their employees have a communication allowance but whether you are an employee, an entrepreneur or a freelancer, ensuring that you can communicate easily with your team and your clients does makes a big difference.Rule 5) Your computer screen is everything:Your screen is quite literally your window to the world of work. A good system with a functional webcam can help you simplify numerous collaborative tasks. It can help you reach across geographies to any part of the globe. While you can get many cool things for your home office needs, nothing quite beats the importance of your computer.Rule 6) Invest in a printer:We are unfortunately not 100% paperless yet and there are processes that may need you to print documents. Going out to get a printout is not the wisest way to spend your time that could be spent in something more productive and valuable to you. It’s important to streamline your individual processes and if having a printer enables that, then that is an investment that you need to make.Rule 7) Invest in productivity apps:While you’re streamlining processes, you may want to onboard some apps that help you do a better job. It is also necessary to make sure that you choose systems that take cybersecurity into account. These tools help you spend your time more efficiently and also prevent you from burning out.Work-life happinessYour home office needs to be the right mix of fit, fun and functionality. The key to a happier, high-performance work experience is balance - especially in our work-from-home reality. Build an office space that enables you to make the most of being at home and being “at work”. It is also important to explain to the people you live with how your work-day is structured so they can also refrain from distracting you. It’s all about finding that balance - a zone of zen where you can be your most productive.
-
The Importance of Inclusion & Diversity in Cybersecurity
When I interviewed here at Avanade, it was the first time (in my more than 20 years), that part of that interview process included an Inclusion & Diversity (I&D) session.I met with someone with the express purpose of discussing I&D. I was asked what ideas I had on getting more I&D into cybersecurity and more broadly STEM (Science, Technology, Engineering and Mathematics) in general. My response, as someone who grew up a white, middle-class male was, “I’m not really sure.”Despite growing up in what I would call one of the most diverse cities in the U.S. (Houston, Texas), having been exposed to all ends of the spectrum when it came to race, income, demographics, geography and more, I had not considered a world where someone didn’t consider a STEM career because of their status, race, sexuality, etc. I attended college with Hispanic women studying medicine and computer science, and Muslim women studying biology, etc. There were multiple historically Black colleges and universities (HBCUs) with good programs. So, my world view and experience was not “worldly,” I suppose.I have considered this question and specifically how do we (as businesses) get more inclusive and diverse around cybersecurity. And I mean across the board; while gender and race are often top-of-mind, there are other status such as veterans, differently-abled, age groups, religion, nationality, etc.A double win: I&D and skills shortagesMy first recommendation is a double win: Along with diversity gaps in security, we also have a gap in available staff and skills in the market.In my view, we need to hire more entry level or transition people from other industries. Entry level roles require a basic understanding of security and then as a business we can train them to fill the roles we need in the future. The issue today is most “entry level” jobs are looking for 5 or 7+ years of experience in certain skills, when what they should be looking for is passion and ability to learn these skills. When we open the barriers on the roles we need, it makes it easier to bring on individuals from any background.Now I’m not suggesting a Director of Incident Response role should be filled by a recent college grad, but businesses need to have more roles for entry level positions. We need to grow our own because if we don’t, no one else will.“Breaking into cybersecurity” is a real discussion topic among entry-level candidates. We are telling constantly telling younger people that this market is booming and it’s where you want to be, but not hiring enough of them. It should be easy to see how this kind of shift in our industry will make the entry point for I&D easier.Remote work and flexibility make a difference.I spent more than half my career in consulting. It’s nonsensical to me that any business would not embrace remote work. Throughout my career, as I interviewed for a role, if it was one where I had to “punch a clock at 8 a.m. and 5 p.m.” and be in the office just to be there, I passed on the opportunity. In my view this is an inefficient way to work and it limits your talent pool. By allowing your employees to work remotely, you extend access to regions and areas where you can accelerate I&D hiring.You can establish relationships with schools, non-profits, or other organizations to promote cybersecurity or STEM in areas that may not be doing so. It’s time we stop looking at our businesses with respect to a particular city or headquarters location and start working nationally and globally. You can influence youth this way and you can get the best talent to fill those hard-to-find roles.Transition programsThese are another great opportunity to expand the diversity of your workforce. Whether it’s a specific program like the U.S. Department of Defense’s skillsbridge, or organizational specific program, finding passionate individuals who want to work in the industry and working with them opens many doors. These programs take people who have worked in other industries and “reskills” them. You not only get to add diverse hires to your staff while growing the industry, but you also get people who are skilled in other areas. They may have great soft skills for client-facing work, be excellent managers or can use their experience in the medical field to now help secure healthcare organizations. If one of our issues as a society is our youth are not being exposed to STEM or not having the opportunity to do it, we can then investigate the industries where they are going into and build these kind of transition programs.I believe as an industry, we can do things to increase the diversity of our workforce. We simply need to make diversity a priority and explore the benefits it brings to the success of our businesses and our industry. If you want to read more about how Avanade empower employees to be themselves and build their career visit our Life at Avanade page. William Klusovsky is the Global Industry Cybersecurity Lead at Avanade.The original article was published here.
-
The Great Resignation Is Hurting Employers Too & We Need To Talk About It
The phrase “it takes two to tango” is quite versatile in the sense that it is not only applicable to romantic relationships but also to the relationship between an employee and employer.Due to the pandemic, the professional relationship between employees and employers have been strained as many are not used to working from home and the blurred lines that come with it.Sure, it seemed all fun in the beginning but as lockdowns drag on, so does work. With there being problems in communication and work that seemed never-ending, many employees burned out quickly and had little to no work-life balance. This has been a contributing factor in what we call The Great Resignation which is an event that is observed worldwide.In this phenomenon, the employees’ narratives were given the spotlight as many of us can relate to it. But on the other hand, organisations are suffering as well as this is also a completely new experience to them.Let’s think about it, the last time your employers asked you to work remotely (pre-pandemic) was probably during your office’s renovation and there is a big chance that it lasted only a few days.But as we know, the pandemic dragged on and on and companies were left in a lurch as they needed to find equilibrium between the organisations’ work and their employees’ wellbeing. Some companies took the liberty in giving more mental health-based support such as mental wellness days and incentives while others had programs that focused on health.Be it as it may, it seems like it may not be enough as 23% of Singaporean respondents in Ceridian’s survey feel like “their employers aren’t doing anything to support health and wellness.” Globally, 19% of the respondents feel the same way.So there is really no one at fault here as these are all valid struggles that need to be addressed. However, we do believe that between employee and employer, there should be a discussion and a compromise on both parties. Like we said, it takes two to tango so what is an employer without and employee and vice versa?
-
The Future of Work at HubSpot: How We're Building a Hybrid Company
At HubSpot, we’re committed to building a culture where people can do their best work. Some of us do our best work in an office, and some of us work best from a home office. That’s why, as our Culture Code states, we’ve always believed that results matter more than when or where they’re produced. Many HubSpotters have worked fully remotely for years now, with about 10% of employees working remotely even before the COVID-19 pandemic. But we’ve historically been more remote-friendly than remote-first. In other words, HubSpot has been a “remote-ish” company.But like many organizations in 2020, we’ve realized that we need to evolve. The future of work isn’t coming; it’s already here. In a recent survey from Gallup, 59% of people would like to keep working remotely as much as possible even after COVID-19 lockdowns are lifted. Our own employee data reflects the shift to remote, too: Two-thirds of HubSpotters plan to work remotely more often once our offices re-open, and approximately 16% are interested in moving to a full-time remote set-up, in addition to hundreds of employees who are already remote.It’s not only employees who are changing how they work either. It’s our candidates, too. The share of remote job postings compared to all postings on LinkedIn grew 91% from the first week of March 2020 to the last week of April 2020 (source: Fast Company). Amazing candidates increasingly expect flexible work, and as employers, we’ll miss out on great people if we don’t adapt. Hiring remotely is a huge opportunity to increase access to talent, especially talent outside our existing networks, cities, and local campuses. As a company that’s dedicated to diversity, inclusion, and belonging, we’re actively working on diversifying our candidate community and believe remote work will be fundamental in that. Creating more remote jobs in tech isn’t just a benefit to organizations, either. It can create more opportunities for people to build work around their lives, and not the other way around. We believe access to a career in tech shouldn’t be determined by your zip code. We’re excited about the possibilities remote work opens up for folks in rural areas who historically haven’t had the option to pursue a job they love from where they are. That’s one key reason we’re excited about the future of work. And while the past few months have been challenging for businesses, employees, and candidates alike, it’s made one thing clearer than ever to us at HubSpot: work is not a place. Our culture is not tied to locations, it’s rooted in our values, our amazing people, and our mission of helping millions of organizations grow better. That’s why in 2021, HubSpot will drop the “ish” in “remote-ish.” We’re going to shift to a hybrid remote-office model where career growth is equitable for everyone, whether you do your best work in an office or in a home office. It’s the right thing to do for our employees and candidates, and for growing a company we’re proud of long-term.HubSpot’s New Vision for WorkBeginning in January 2021, HubSpot employees will have three options to choose from based on how they do their best work: @office: You come into a HubSpot office 3 or more days per week. You have a dedicated desk for your laptop, monitor, family photos, plants, and anything else that makes your workspace truly yours. Beyond taking your HubSpot laptop home if you’d like to, employees who are @office won’t get an at-home desk set-up.@flex: You come into a HubSpot office 2 or fewer days per week. When you come to the office, you’ll be allocated a “hotel desk”, which will be organized by team when possible. Because you opted-out of dedicated desk space in an office, HubSpot will help support your work-from-home (WFH) set-up. @home: You work the majority of your time from home in a HubSpot-approved entity. HubSpot makes sure your WFH set-up is safe, sound, and sets you up for success.As of January 2021, new employees will choose their option before their start date, and all employees will have the chance to change the option once per year. Our hope is that by having a menu of options, employees can truly work when and where it’s best for them. If a role is truly required to be @office, we’ll note it right up front in the job description, removing any friction from our candidate experience with regard to what flexibility is offered for each role. To make this experience truly inclusive, whether you’re at home or working in a HubSpot office, we’re making commitments and changes to our culture and recruiting approaches to set HubSpotters up for success in a hybrid world:Location-agnostic benefits & perks: In 2021 and 2022, we’ll be introducing benefits and perks that you don’t have to come to a HubSpot office to enjoy. Manager expectations & trainings: Moving forward, an expectation of great leadership at HubSpot will be the ability to build and grow high-performing teams remotely. People managers and leaders at HubSpot will receive training, workshops, and support for building psychological safety, inclusive hiring, and more, virtually. Remote job openings: For 2021, our goal will be to post 70% of HubSpot roles as location-agnostic onour careers website, if located within the hiring country. HubSpot will hire remotely in locations where we have entities and are set up for remote work. Check out our Careers homepage to learn more about our locations around the world. Fair and transparent hiring processes: We want to create equal access to career growth at HubSpot, and that often starts with recruiting. We’re focused on iterating our hiring and interview processes to be wholly inclusive of remote candidates, and on creating an amazing candidate experience by providing resources and prep materials for virtual interviewing. Remote-first onboarding: New hire onboarding shifted to fully-remote globally earlier this year, and we’ll continue to evolve the experience so that new HubSpotters are set up for growth from day one regardless of their location or time zone. We also care deeply about making the new hire experience remarkable, and so we’ll iterate on the opportunities to meet people, network, and feel connected to our mission and vision, regardless of which work option they choose or the region they work from. As our co-founder and CTO, Dharmesh Shah, said in his INBOUND 2019 keynote: The future of work is flexible. That’s why we’re grateful to have had a head start on remote work and in building a culture of flexibility. Over the past few years, we’ve learned a lot from our community of remote HubSpotters, and by bringing on a wonderful Remote Work and Inclusion Program Manager in 2019. The COVID-19 pandemic accelerated our pace, but becoming a hybrid company that empowers remote and in-office work equitably was where the future was headed for HubSpot.Hopefully, this transparency into how we’re evolving our culture and company for the future is helpful as you’re evaluating HubSpot as a place to work, building our a plan for your own company’s return to work, or wondering what it will be like to partner with HubSpot and our team in the future. You can expect to hear more from us over the next few months about our move to a truly hybrid company and culture. And in HubSpot fashion, we’ll share our learnings, wins, and mistakes along the way in our journey to build a great place to work from anywhere.The original article was published here.
-
How Johnson & Johnson Created a Culture that Holistically Supports Working Parents
Kristen Mulholland, Head of Global Total Rewards, shares the culture is one of the many reasons the company has been named one of the Seramount 100 Best Companies and Best Companies for Dads.From remote working to approaching office return dates, balancing caregiving responsibilities, and young children returning to classrooms, working parents have shown great resilience adapting to the changes throughout the COVID-19 pandemic. At Johnson & Johnson, we strive to support our employees and their families—physically, mentally, emotionally and financially—so that they can bring their best self to work and at home. Because we know that when our employees thrive, they can then bring their best selves to work and our organization to continue our commitment for better health for all.At the beginning of this year, I never imagined we would still be living through the impacts of the pandemic as we approach 2022. I am proud of how our team continuously rallied together to adapt to a shifting external environment and to address the needs of our workforce. From evolving our flexible work environment to enhancing our digital mental health tools, this past year Johnson & Johnson has focused on the details that would address immediate needs and in doing so enable long-term success and support for its employees, including working parents.Strengthening a Sustainable Flexible Work EnvironmentAt Johnson & Johnson, we have long championed policies that provide flexibility for our employees to balance personal and professional responsibilities. Faced with a global pandemic, we lived up to our commitment and incorporated more opportunities for flexibility in when, where and how we work, allowing for open dialogue about the changing schedule needs of employees, especially working parents.The need to offer flexibility to support the health of our employees and their families has never been more important. To meet these needs, we have continued to evolve our hybrid model to offer a framework for flexibility to help all of our employees balance their personal and professional responsibilities. For working parents specifically, our progressive benefits, including ample parental leave time globally, back-up dependent care and on-site child care centers, enable parents to embrace a flexible work schedule.Mental Well-Being That Goes Beyond a Global PandemicSupporting employees’ total health has always been one of our top priorities. We continue to create an environment where our employees and their families have access to an ecosystem of resources to help them proactively build resilience, manage stress and anxiety, and develop skills to adapt and thrive in the midst of change, which was especially important during the pandemic.Through updates to our digital health platform and access to our Employee Assistance Program (EAP) and WorkLife Services and new mental well-being trainings, we educate and empower employees and their families to prioritize their mental well-being and support their colleagues to do the same.Beyond tools and resources, our culture is important to supporting mental well-being. Johnson & Johnson’s Mental Health Diplomats, a part of our Alliance for Diverse Abilities Employee Resource Group (ERG), work to ensure each and every employee across our organization feels accepted for who they are and where they’re at, offering mental illness support in the workplace and promoting our mental well-being resources available.We know that mental well-being unlocks heahier lives, stronger communities and a stronger Johnson & Johnson. We continue to cultivate an environment where our mental well-being is prioritized at the same level as physical well-being, and encourage employees to support one another across their lives.Our efforts have impacted thousands of employees and their families at Johnson & Johnson. By continuing to provide total well-being support, we can ensure employees can be at their best for their colleagues, families and communities, and enable us to continue our mission to change the trajectory of human health.The original article was published here.
-
Diversity, Equity and Inclusion: Building a Better Business
The past year has seen the focus on equality become a worldwide issue. Around the world, businesses, institutions and governments are being scrutinized on their approach to diversity, equity and inclusion (DEI).And this level of investigation is not just coming from activists. It’s become increasingly common for employees to use DEI as criteria for selecting where they work (and how long they stay). Plus, stakeholders are increasingly demanding organizational transparency around their policies on building a diverse and inclusive culture.As a result, employers are boosting their focus on DEI. A recent Aon survey found that three out of four organizations planning for the future of work are focusing on DEI. Getting where they want to go, however, requires a clear strategy.A successful DEI strategy involves an organization-wide effort, with a commitment from the top. It also demands effective communication to stakeholders inside and outside the organization of any DEI goals and progress toward meeting them.For publicly traded businesses, there’s growing pressure to demonstrate DEI progress from investors taking an environment, social and governance (ESG) focus or from regulatory disclosure requirements. But, for any business, strong DEI practices can build stronger organizations, while reducing possible litigation, brand and reputation risks. They can also make businesses more attractive to potential recruits who are scrutinizing possible employers’ DEI policies in practice.“DEI can be an opportunity since the labor market is super competitive,” says Laura Wanlass, partner and head of Global Corporate Governance & ESG Advisory Consulting at Aon. “The more strategic you can be on your diversity, equity and inclusion initiatives, the more compelling your story is going to be in terms of mitigating people risk, and probably being a more innovative organization.”In DepthFor a DEI effort to be effective, it must become part of an organization’s broader human capital management strategy and become integrated into all talent attraction, development, and retention activities.The first step for any organization is evaluating where it is in terms of DEI and where it wants to go. For organizations just beginning to collect data on its workplace culture, internal and external benchmarking helps them understand where they are compared to peers and in setting targets.Then, moving forward, management must communicate its DEI goals and the organization’s progress to employees, investors, clients, customers and all other relevant stakeholders.“This process is forcing companies to take stock of what they’re doing, where they want to go, and how they’re communicating it,” says Wanlass.Ultimately, a successful DEI strategy can help a company in a number of ways, including improving the ability to hire and retain talent, attract more customers, reduce legal exposures and reputation and brand risks, improve workforce engagement and enhance investor appeal.Setting the Tone From the TopUltimately, an organization’s board of directors should set its DEI strategy. It is also up to the board to then take an enterprise-wide approach to implementing that strategy.“The lightbulb moment is when organizations recognize that the value and opportunity of DEI will be replicated across business functions,” says Marc Spurling, head of Enterprise Risk & Resilience and Liability Claims Analytics at Aon.And it’s not just a top-down strategy: an organization’s DEI approach should also be applied to the board.“Boards need to be the visible role model and really drive this,” says Avneet Kaur, head of Wellbeing Solutions, EMEA, at Aon.The board must be kept well-informed about the organization’s DEI progress. That way, it can act as a sort of “internal activist” to promote the efforts, Wanlass says. The board should create clarity around goals, who’s responsible for meeting them and the metrics that will be used to gauge progress.As organizations work to meet their DEI goals, breaking down silos and sharing information across the organization is essential to effectively communicating progress to external stakeholders.Opportunities in DEIBeyond a simple requirement to be met, effective DEI programs can be an opportunity for organizations.“It’s easy to go down the path of, ‘How deficient are we in DEI,’” says Wanlass. “That’s normal, because you have to take stock and then step back and think, `How do I use this as a strategic lever to really be innovative as an organization? How can we use DEI to achieve that?’”Such a focus at the C-suite and board level can better position organizations to attract top talent in a competitive labor market.Meanwhile, disclosure requirements facing publicly traded companies in many jurisdictions have pushed them a bit further along the DEI road than other organizations. Those requirements have also given them an advantage in gathering data that is useful in measuring progress toward meeting goals and identifying areas that might require extra attention.“There are certain sectors where traditional gender balance has been less optimal, and those types of organizations are starting to think about how they can create strategies to attract people from different diverse backgrounds into the organization or sector,” says Spurling.A DEI Approach to WellbeingApplying a DEI focus to employee health and wellbeing programs can help ensure that they’re effectively supporting the varied needs of employees in a diverse workforce.For example, women tend to approach investing and financial security issues differently than men, so financial wellbeing and education programs should be crafted to address those differences. In another example, benefits programs geared toward families with children might not adequately address the needs of employees without children caring for aging parents.“Employers need to look at their employee base and really consider, ‘Are my benefits actually matching the needs of all my employees,’” says Kaur. “You have to listen to your employees, but you also have to listen to changes in market demand. Have an open dialogue with employees, understand their needs and think about what you might be missing. Are you trying to provide a one-size-fits-all solution to all your employees without considering their differing needs?”There Are No Shortcuts to DEIAs employers craft and implement DEI strategies, it’s important to recognize the effort involves a journey, and not to expect overnight success.“It’s not the sort of thing in which you make a decision today, and tomorrow you apply it, and then everything is fantastic,” says Kaur. “It’s a process, and it will take time. So, you have to plan. It’s a three- or five-year road map.”Over time, the employer can study metrics to determine progress and how the DEI efforts are working with different groups of the employee population.“This is key for boards in terms of starting to think about longer-term plans,” says Spurling. “They have an opportunity to recognize the value of DEI to the business, its employees and shareholders and take a long-term view in developing the DEI strategy.”The original article was published here.
-
Latest Update on the Future of Work at Citi
I vividly remember March 6 last year. It was a Friday. I left the office and walked down to the grocery store to stock up and there was not one vegetable—fresh or frozen—left on any of the shelves. That was when it really hit me that life had changed. Over the course of this past year writing my notes to everyone, I often wondered when it would make sense to write this particular note, laying out how we are thinking about the future of work at Citi when we head back into the office post-vaccines. While we're not at the end of the road yet, I think the time is now right to begin planning for what that looks like.Hitting ResetFirst, however, I want to address a more immediate issue—the need for a reset now. I know from your feedback and my own experience, the blurring of lines between home and work and the relentlessness of the pandemic workday have taken a toll on our well-being. It's simply not sustainable. Since a return to any kind of new normal is still a few months away for many of us, we need to reset some of our working practices if we are to stay true to one of the principles we set to manage through the pandemic: "Make the most of now."So around the world we are going to take three actions:First, we are launching Zoom-Free Fridays and are designating Fridays as a day free of video calls—at least internally. After listening to colleagues around the world, it became apparent we need to combat the "Zoom fatigue" that many of us feel, so I overcame my initial resistance to this idea. There still will be client and regulator meetings that need to happen via Zoom, but any internal meetings occurring on Fridays (or an equivalent day in the Middle East) should happen as audio-only calls.Second, is setting healthy work boundaries. We are busier than ever, but please try to limit scheduling calls outside of what had been traditional working hours pre-pandemic and on weekends (remember those?) We are of course a global company that operates across time zones, but when our work regularly spills over into nights, very early mornings and weekends, it can prevent us from recharging fully, and that isn't good for you nor, ultimately, for Citi.Third, take your vacations. I'm taking a few days off at the end of the month, knowing I will come back with a fresher brain. In that spirit, we are announcing a Citi Reset Day, a firm-wide holiday on Friday, May 28. This is something we did last year, and this year we are giving plenty of notice so you can plan a day where we are all off and your emails and phones are quiet. If you need to work on May 28, or if Friday is part of the weekend in your country, please work with your manager to find another day in the two weeks after May 28.I believe it greatly benefits our firm if we make these adjustments. We welcome ideas on what else we can do to help us manage the strain. If you feel you need additional support, you can receive help through our Be Well program, even if you are not enrolled in a Citi medical program. And please…speak up and talk to your manager if you need more time for a reset. It's not a sign of weakness; we are all feeling the weariness.We Succeed Together—Better Together"One size does not fit all" was another principle we set at the beginning of the pandemic in recognition that the varying impacts of the disease around the world would require a flexible response. The same is true for the timing of our return to the office. Of course, the question on everyone's mind is, "What will working at Citi look like once the pandemic eases and we have been vaccinated?" Let me share how we are thinking about this…While the pandemic has shown us how versatile our colleagues can be, for many of our roles, we strongly believe there are several material advantages to being physically together:Belonging: We want our people to feel an attachment to our firm, a sense of pride about serving our clients and a duty to protect the financial system. That only happens when we are together—and as we have all experienced, loneliness is not a great feeling.Collaboration: Working together creates a shared purpose and energy. Collaboration is much more dynamic when you can pop over to the next desk or brainstorm in a room together, bouncing ideas and feeding off each other.Apprenticeship and Learning: Banking is an apprenticeship business and this can happen over Zoom, but only up to a point. Feedback from an impromptu conversation after a meeting or coaching from your manager walking by your desk after watching you in action—we all miss out on this learning as part of the daily rhythms of being together.Competitiveness and Performance: Being together drives collaboration, coordination and helps break down silos. These are attributes we need to embrace to improve our competitiveness and performance. And we can see from the data that many roles are more productive over the long run if we are in the office together.So as we look forward to the new normal, these attributes are a big driver of why you will be expected in the office or on site. That said, we also recognize that our people have benefitted from aspects of working remotely, and we intend to create additional flexibility going forward. While some roles require the sharing of information in real time, many others have proven to be equally and, in some cases, more productive from home. Therefore, we will have three new models of working once it becomes safe for us to be together again: Hybrid, Resident and Remote.The majority of roles globally will be designated as Hybrid. These colleagues will work in the office at least three days per week and from home up to two days per week. This is not just a scheduling exercise; we will be thoughtful about when we ask colleagues to be in the office together, using the four principles above.Resident applies to roles that cannot be performed offsite. These could include branch-based colleagues or those who work at data centers.Remote roles will allow colleagues to perform their functions from outside a Citi location. Apart from roles that were remote before the pandemic, such as those supporting our contact centers, new Remote roles will be somewhat rare.The Executive Management Team is working with Human Resources to assess which job functions fall into which category. But regardless of the role, we will expect everyone to be onsite at certain times as part of our ongoing efforts to increase connectivity and collaboration. As more of us return, we will continually check in with managers so we can evolve our approach as needed.I am also mindful there will be a raft of new challenges when more of us return. For instance, how do we make sure that those who continue to be fully remote have equal opportunities to develop their careers? How do we balance conversations in which some participants are in person and others are on Zoom? How do we ensure that the 35,000 colleagues who have joined us since the start of the pandemic feel they belong to the team and to the firm and that we invest the time and provide the experiences for them to feel like Citibankers?These are questions we need to answer, and I have no doubt we will. The pandemic has stretched our capacity for innovative thinking, for solving problems. It has opened doors to new ways of working and shown that we are able to adapt to and even flourish amid adversity. Nothing should stop us from building a bank that wins, a bank that champions excellence and a bank with a soul.The original article was published here.
-
5 things to know about the new hybrid workplace
Everyone knows by now that the nature of work is changing. Just last year, we experienced a sudden shift to remote working. Now that vaccine rollouts are underway in several countries, companies are starting to experiment with hybrid work arrangements.The hybrid workplace, meaning employees working at the office for some days and other days at home, may also entail having certain workers be at the office full-time while others work completely remotely. Since it appears most employees prefer to retain the remote arrangement based on Microsoft's Work Trend Index report, the hybrid model is the next best compromise to ease the load for those who don’t.However, the concept of the hybrid model will vary across companies, so you may be confused about what's to come. So, here we list down 5 things you can expect from the new hybrid workplace:Some will thrive and some will need more timeWhile hybrid work arrangements are a compromise in a sense, not everyone can adjust as easily as others. According to Microsoft's survey, 37% have claimed that their company is asking too much of them. Look out for those who may be having a hard time such as new graduates experiencing the working world for the first time, or mothers who have to negotiate a new schedule with their families. A good solution? Allow employees to choose which days they need to come in.Everyone is still adjustingEven though many have become accustomed to remote work in some form, it doesn't mean that going back to the office is equivalent to going back to normal. Though engagement has been seen to increase in hybrid work, empathy and kindness still goes a long way in helping workers adjust faster. As much as they may not show it, everyone is fighting their own battles, so remember to ask first when you notice that something's wrong. It may just be a colleague's silent plea for support.Forging connections requires innovationHybrid work means having a fractured workforce. Teams that work remotely may do well, but they can feel detached from the rest of their colleagues in the office. Because of this, it's equally important to encourage socializing in a non-work context. It can boost the productivity of employees and promote empathy. Schedule some team hangouts where employees who work in the office and remotely can freely join and just talk or play games with each other.Employees work better having more room for "real life"Working remotely, it's unavoidable to completely separate our home life while working from home. Trying too hard to prevent this in the name of professionalism simply adds extra stress for remote workers. This is why allowing workers to be comfortable in their home offices and seeing their children and pets can actually improve productivity. In addition, Microsoft's study actually found that 30% of respondents feel that they can be their authentic selves at work.The talent pool expands greatlyWith hybrid work options, the potential talent pool also expands. Certain groups purposely look for jobs that provide such an option. Companies can also hire workers who may find it hard to attend the office everyday but can do so when it's only a few days each week. Another benefit of this is making working more possible for women who may want to dedicate certain days to their home and family.Hybrid working is the future, so it's best to be prepared and stay informed about this new stage of our careers. It's a learning experience for employees and employers alike; so stay positive and you'll find your footing in no time.
-
Women in Tech Panel 2021 Building Back Better: Creating A More Inclusive World
The Covid-19 pandemic has wreaked havoc on our world exacerbating existing inequalities across a range of areas including health, education and livelihoods. As the world slowly recovers and we rebuild, finding new perspectives and insights are essential to build a world that is more just and inclusive for all.During this webinar we will discuss with leaders and role models who are pioneers within their respective industries from AI, HealthTech, Venture Capital to Diversity & Inclusion. In this event, we aim to bring you new perspectives to inspire and hopefully lay a path to building back better.
-
Increasing the role of women in digital tech
While digital technology is an industry that is growing fast, the space that women inhabit within the STEM (Science, Technology, Engineering and Mathematics) field is not. Over the past decade, the representation of women in technology has hovered around a meagre 17%-19%. That’s less than one-fifth. It’s taken us decades to get to the point where for every five men, there’s (almost) one woman in the digital workspace. Not to negate the effort that it has taken to get here and the spectacular movement that it has been, but this is a worrying statistic.Why are there not more women in digital technology?When Whitney Wolfe, the founder and CEO of social and dating app Bumble, made it to the Times 100 list or the Forbes 30 Under 30 list for 2018, it was news. It was news also when, in 2019, Daphne Koller bagged a funding round of $100 million for Insitro, her interdisciplinary company that works on drug discovery. They have also recently raised $400 million in Series C financing and that is big news indeed.While these achievements call for celebration, what cannot be denied is the slight hint of an anomaly that always accompanies these news pieces - it’s something separate from the norm. When a tech-based company founded and run by a woman achieves these milestones, even as they set the bar higher for other companies, even as they build industry giants and forces to be reckoned with - all that screams out from the headline is “by a woman”. But why is it still so anomalous for women to be in tech, to build and run and grow their own digital brands?It boils down to our history of social, economic and organizational omission. It is simply a much tougher struggle for women on average to get access to relevant education, to continue higher studies, to develop digital skills for the future, to fight for her place in the STEM fields, to secure a job or funding for her own tech-start-up. There isn’t just one hurdle to overcome to get more women at the technology table - there are multiple and layered hurdles every step of the way.How can the representation of women in technology be increased?Since our obstacles are layered and multi-faceted, our solutions to get higher representation for women in tech need to be multi-dimensional as well. There is still a big shift needed from acceptance to awareness to action in the conversation around gender diversity and equal opportunity at work. There has to be a three-faceted change - in education, at the workplace, and within society at large - for women to actualize their potential in the digital ecosystem. While educational boards and institutions need to enable courses that teach digital skills for the future of work, organizations need to explore making flexible work and work from home options much more normalised.These changes, as tectonic as they are, cannot happen in a vacuum and that is where the social mandate needs to be carried out - an inclusive and enabling work ecosystem can only thrive within a societal macrocosm that upholds the values of inclusion and enabling empowerment as well. The role women play in the growth of the digital sector can widen only when society at large realizes the value that women bring to the table and the dearth of idea and perspective that threatens our digital evolution, should women be barred from contributing to it organically.Benefits of a Digital Ecosystem Of, By and For WomenWhile it is obvious and intuitive that having every member of society contribute to the best of their potential is the only way towards collective growth on our shared path forward, the value of women seems to have been lost in translation somewhere over the years and requires reiteration frequently and undeniably.Diversity is an investment. A workforce that is diverse is more productive and provides a better return on investment (ROI). Fortune 500 companies that had at least three women in top leadership positions reported an ROI boost by about 66%. This is possibly also because diverse teams can tap into a wider spectrum of perspectives, are generally more open to innovative ideation and uphold a culture of respect and camaraderie. Women have vastly different experiences than men through most aspects of their lives and can therefore provide not just a different POV but also a different vision in terms of products and services for the future. Shutting out women from the digital workforce would lead to the loss of voice for an integral section of society. While this is true globally, it rigs truer for Asian countries that women make the majority of shopping decisions. Tapping into what leads to these decisions could provide valuable insight into product design for the years to come.With more women taking their place in the machinery driving our digital growth, there are also more role models for future leaders to look up to. That is what the future of work needs to be - driven by vision and sustainable passion for generations to come.
-
IWD 2021: Thriving In The New World of Work
So what will it take for women to thrive in the new world of work post-pandemic? Well, we don’t yet know the answer – and, in some respects, we don’t even know the right questions to ask. That’s why we’ve put together business leaders, HR practitioners, and political leaders for our special HTS IWD #choosetochallenge event, in the hope of tackling the biggest questions we should be asking as we move forward in a complex post-pandemic world. In this webinar, we look at how the virus will continue to transform the workplace, how women will need to adopt new skills to survive, how we can effectively address existing inequalities in the workplace and push for greater sustainability and demand new ways to thrive in 2021 and beyond.
-
Top 10 workplace predictions for 2021
I regularly contemplate the future of work in both my professional and personal life. After the tumultuous year that was 2020, it is hard not to think about the future and what changes will come and how we can build, a future our children will be proud of.As CEO of Half The Sky career website, I am witnessing first-hand the opportunities as well as the challenges of transforming the workplace so that it can truly be a great place to work for everyone, regardless of gender, age, race or sexual orientation.It is clear that the workplace is rapidly evolving in part due to the events of the COVID-19 pandemic, as well as more fundamental structural changes brought on by technological developments. As the workplace evolves, we must finally break free from the rigid structures of the industrial-era and ensure a more productive and equitable future for all.Drawing on my experiences during 2020, and my curiosity for all things the future of work here are my 10 workplace predictions in 2021:1. WFH is here to stayCOVID-19 is still at large and while we're making progress with vaccines and safety measures, employees don't feel safe going back to the office, however much they miss it. Companies have also discovered how seamless it is to implement a hybrid working model: combining remote work with office work.Here, employees meet up at the office but work remotely on other days. This model lets them socialize and collaborate with co-workers while maintaining flexibility with their schedules. It's convenient for women who have for years espoused the need for remote / flexible working so that they will no longer be forced to make a choice between their careers or families.2. The physical workspace will look very differentIn relation to the previous point, traditional offices are also here to stay but not in the same way you know. If employees can do their own work at home, then the physical workspace is going to take the role as the collaborative hub of choice. Moreover, office spaces will also prioritize workers' safety so expect strict measures for office cleaning and social distancing. Office furniture will be rearranged, and spaces reallocated to efficiently make room for employees and the hybrid workforce.3. Your work will be further digitized with new toolsWorking remotely means making use of collaborative technologies that allow teams to work together more smoothly. You may already be using team management apps such as Asana, Slack, or Monday, to name a few.It's not just to get workers to communicate more easily but also to expand to a blended workforce. Companies are also starting to introduce AI and Machine learning digital tools that will automate a great degree of work processes posing significant challenges to workers in the next few years as the technology inevitably gets smarter.4. Companies will further strengthen diversity initiativesThe digitized workspace leads us to this next point. Hiring remote workers means you will get the chance to work alongside professionals from any part of the world. The average workforce will learn how to work with different cultures, which can contribute to greater diversity and inclusion.With technology, the world is gradually shrinking and the old hierarchical structures that placed certain groups at the top of the global order are rapidly vanishing. If companies seek to survive for many years to come, they will need to understand the new faces of their global customers, in Asia, Africa and beyond, there is no longer any room for discrimination. A diverse organisation will ultimately be a thriving one!5. Companies use mindfulness to relieve stressed workers.There's much worry over where the pandemic situation is going to go, and it has taken a toll on all of us. Workers have reported increased levels of stress and anxiety and women are especially at risk since they feel immense pressure to perform well in both their home and professional life.Companies are in the best position to help their workers. They could provide counselling and access to therapy to prevent burnout and alleviate anxieties. Other ways include promoting the use of meditation and mindfulness apps among their employees.6. Companies will emphasize skills upgrading for many workersThe shift to remote work requires employees to take up new skills that will become vital in the new digital nature of work. For example, they must learn to use digital tools and online resources that complement their current roles. Companies can provide their employees with the right training to keep their skills updated.Women in particular who have for decades been segmented into particular roles especially back-office support roles will need this the most. As technology provides more options for companies to save resources, lower management roles may become redundant and vulnerable to retrenchment. Women must gain more relevant digital skills to elevate them to higher roles and thrive in the new digital world of work.7. A focus on sustainability and the environmentThe spotlight is back on sustainability as the effects of climate change is worsened by the increased waste generated amid the pandemic. Companies will have to balance sustainability concerns along with safety measures in their business operations. They're already saving on office equipment and supplies due to the hybrid workspace. Next, they'll have to tackle the disposal of mountains of personal protective equipment and excess packaging, and the urgent need to address their consequences on the environment.8. Introduction of the office robotRobots and automation have been vital in the fight against COVID-19 and now, it's likely you'll be seeing them in your workplace as well. This automated workforce has begun in the form of robot cleaners and food delivery bots.They are able to work for longer and most of all, are less likely to get sick. This makes them indispensable to the development of the modern office during the time of the pandemic and our first clear insight of office robots in the common workplace.9. Growth of distributed/blended workforceCompanies will start to see more of their employees from different areas of the world. The work from anywhere, anytime phenomenon is a possibility for many workers. Employers may include an assortment of core employees, contract workers, and freelancers.Having a blended workforce can open more opportunities for women who have had to face difficult choices as they pursued their careers and may gave up their careers to look after families. Companies will be tapping into these underutilized knowledge centres and women can seize the opportunity and enjoy a stable income, independence/flexibility and greater professional career growth.10. Millennials will continue to reshape the workplaceMillennials have been known to be the cause of the widespread disruption of several industries. And in three years, they will make up almost three-quarters of the global workforce. As rising decision-makers, their aptitude with technology will be one of the main drivers of change you'll see in the workplace.In addition, millennials are also the collaborative generation. There will be less emphasis on working alone on a list of projects and more on open, discussion-based brainstorming. Their love for flexibility will also carry the torch of the current WFH setup. Be prepared to see more companies that may not even have offices anymore. I’m optimistic about the future of work but these are just predictions and the changes that we are witnessing are still rapidly evolving and could go in many directions. Lets hope and work for a better future for all.
-
Remote Work The Pros and Cons for Working Women
Women have always faced challenges in the workplace, and the advent of the work from home setup simply throws you a new set to overcome. Being aware of the different pros and cons of WFH can help you find the best solution and adapt accordingly to the new normal. With challenges come opportunity for change, a change women could use to level the playing field.It's been almost a year since the lives of working women around the world experienced a sudden shift. With remote working becoming the default position for many employees amid the Covid-19 pandemic, many have found themselves being torn between the excitement and comfort of working from home and the yearning for the familiar structure that the office environment once provided.Today many workers complain about the challenges remote work has created especially the blurring of boundaries between professional and personal lives being foremost among them. Thanks to modern technology such as chat apps, video conferencing and cloud software, the global work-from home experiment has worked seamlessly and is now more sustainable than ever before, leading many companies to declare that workers may never need to return to the office if they so choose.Indeed, the team at half the sky, often ponders whether we will ever return to the office or is this truly the “new normal”. Despite some of the benefits that working from home offers especially for women there are notable drawbacks. So, which option is best for you? Let’s take a look at both the pros and cons of both sides of the work from home phenomenon.Working HomemakersWFH puts women in an interesting position. Ideally, as women working from home, they have more flexibility with their time and previous biases on women in the workplace are greatly reduced in effect.However, that's only one side of the coin. As we're about to show you, there's more to remote work than we thought, especially considering the circumstances that brought us here:The Pros1. Reduced Bias on AppearanceUnconscious bias brings irrelevant factors into the decision-making process. Age, ethnicity, gender, weight, and even hair color can play a role in personal assessments of candidates and employees and influence the decision to hire, fire, and promote in the workplace.In remote work, the only time you'll see your other coworkers will probably be through the computer screen and only the top half of their body. This limited interaction means others will be less likely to be affected by such unconscious biases. Women can compete solely on the work that they produce and grow their voice and influence.2. Opportunities For the MarginalizedAs companies create remote working opportunities, you could find yourself working with someone who lives in a completely different continent. Not only does this open the gates for greater diversity and understanding in the virtual workplace, but previously marginalized groups can also thrive in a more open and inclusive environment.No matter your background or living arrangements, if they don't affect the way you work and the results you give, they won't influence how your coworkers will see you anymore. You can firmly stand on equal footing with everyone else.3. Equal CommunicationAnother struggle for women at work is being heard, especially in work cultures that promote and reward aggressive communication which can include interrupting, a failure to listen and speaking in a loud voice. Getting your ideas out in this environment tends to come down to being the loudest voice in the room. An environment most women dislike with a vengeance.When you're in a virtual meeting, it's easier for everyone to get their chance to talk. Talking over someone makes both speakers unintelligible, making interruptions more unlikely. And if you are softly spoken, you'll be better heard through the mic and everyone can just turn up the volume either way.4. Personal FreedomWomen want to be judged by their work but it's hard when everyone in the office is also privy to your other, more personal choices. What you wear, what you order in the cafeteria, and—an especially controversial topic—when mothers breastfeed in the office, are all subject to the opinions of the people you work with.When you're working from home, their opinions won't reach your ears anymore. Unless you personally tell them over team video calls, they won't know how you plan to make dinner or what you do in your free time.5. Flexible ScheduleOne of the primary benefits of WFH is the flexibility to arrange your daily activities. Even before the pandemic, working from home has been the desired solution for mothers who have just given birth and want to work the same hours along with their childrearing duties.The only problem is that women who WFH face a stigma. Their coworkers don't expect that they can perform on the same level as those who are in the office. But with WFH as the new norm, there's no reason for this expectation anymore as everyone is on the same level. The Cons1. More Effort to Stay VisibleWhile many are working remotely, there will be others who will have to stay in the office. This divide becomes more apparent as quarantine rules and pandemic regulations start to loosen. The difference in the visibility of each worker may cause a skewed perspective from the management.Men may be called in to the office more than the women who find WFH more convenient. This may cause men to become part of informal yet vital discussions in the office while women will only be part of the official announcements and meetings afterward.2. Less Opportunities for NetworkingCareer progression usually relies on networking that happens outside the office. Without those oft-unexpected opportunities to connect with others, women may find it more difficult to promote themselves. The number of women who nominate themselves for promotion in the workplace is already low so the WFH setup could diminish this even more.3. Burdens on Mental HealthWomen working at home now find several aspects of their lives happening in a concentrated space. As the lines between work and home increasingly become blurred, women’s mental health could be subject to higher levels of stress. The stress is further compounded by fears brought by the pandemic. Worries over the safety of their loved ones and greater economic insecurity.4. Conflicting PrioritiesIn relation to the previous point, women wear many hats at home, and when work is added to the mix, it will become an exhausting juggling act to shift between priorities. To compare, men tend to prioritize their career whereas women being the primary caregivers not just for the immediate family but for extended family such as grandparents and in laws could find the juggling act not compatible with developing their careers. Women feel a strong sense of responsibility for both WFH may place them at a difficult crossroads.5. Disrupted Work-Life Balance“Don't take your work home with you” was once a well understood phrase that your manager may have once uttered to you to encourage you to down tools and relax, but with the greater blurring of the line between work and home life - finding work life balance has become a greater challenge especially for women. Balancing work and life were never easy, but at least we had our sanctuary which was usually the comforts of home. Today, home is no longer that sanctuary causing a greater risk to the mental wellness of workers.Working from home brings its own set of challenges for women but it also provides unique opportunities. It will take a lot of adjusting for women to balance all these important parts of their life and things may get worse before they get better.But over time, the benefits will outweigh the cons. Women have to make the most of the good so that they can make it work for them and their companies. A new age of work is upon us and work from home is firmly in the center.
-
Can women benefit more from the WFH boom?
The work-from-home revolution of 2020 is breaking down barriers that have historically prevented women from building successful and meaningful careers.One reason: job opportunities in the digital economy are no longer strictly tied down to geography or to a rigid work schedule.In India, most employers had long been skeptical of the benefits of remote working even before the coronavirus pandemic hit. Yet, as the health crisis rages on and pushes companies to put employee health and safety first, the country has begun introducing permanent home-based work arrangements.The shift is statistically significant: one in three workers in India’s technology sector, for example, is female. The WFH boom has allowed segments of the population – primarily, women with families – who are locked out of opportunities for career progression to once again re-enter the labor force and advance.Women face intense pressure to put their professional lives on hold because of family care duties.However, as outsourcing companies, such as Tata Consultancy Services and WNS, shift traditional office-based roles to remote working, women from anywhere in the country and at any point in their career journey stand to benefit.“Even a year ago, an operations leader working remotely would’ve been unimaginable,” Teena Likhari, an Indian woman who recently rejoined the workforce, told Bloomberg. “The change will allow so many career women like me to do what we do from home. It’s a game changer.”As COO of Asia’s largest outsourcing company, N.G. Subramaniam of Tata Consultancy believes flexibility in the WFH era will prevent women from dropping out of the workforce soon after they start building their families. Because of remote work, “more women will stay in the workforce, more will reach senior leadership levels,” he said.But there’s still more work to be doneIn the Philippines, whose own service sector accounted for 60% of the country’s economic growth in 2019, seven in 10 teleworkers on average say they have been able to maintain, if not improve, their overall productivity in the WFH revolution, according to one study.Remote-working women (21%), in particular, believe WFH boosts their productivity. The downside, however, is that more than three in four women working remotely (77%) also report an increase in the hours they spend on domestic duties. The lack of support for child or elderly care remains a hurdle.Singapore, which saw a 61.1% female labor force participation rate in 2019, encourages employers to come up with more innovative ways to give working mothers and other women with care duties a chance to pursue their careers. Previous research suggests women tend to favor working for organizations that offer flexible work more than their male counterparts.But women’s motivation to work from home isn’t based solely on the need to juggle work and family life.Women also value the convenience and practicality; increased autonomy and creative freedom; and sense of accomplishment they feel in a flexible/remote work environment.Investing in Women, which calls for the “inclusive economic growth” of women in Southeast Asia, recommends three main strategies for employers in the region and beyond:Consider permanently adopting flexible work arrangementsReview plans to manage and develop remote talentIntroduce employee assistance programs in light of the crisisEnsure equal gender representation in COVID-19 response teamsThe advocacy group reminds organizations: “The domestic situations of employees may not be obvious, and their contributions may be hidden or perceived differently.” As such, companies need to be aware of the struggles women face in this new era of work.
-
Singapore can be a model for women in the tech sector
SINGAPORE — Singapore can be a model of a country that has women in the tech sector, said Senior Minister Tharman Shanmugaratnam on Thursday (Nov 19), adding that the Government is making a conscious effort to develop role models and mentorship schemes for women in this space.“We’re not there yet but we have some advantages that other countries don't, because if you look at our school system — our secondary schools, our junior colleges — women are as represented as men in the sciences. “It’s a little unusual compared to most countries.Women are as represented as men in the sciences and do very well. So, the question is transiting from that into tertiary education and into jobs,” said Mr Tharman, who is also Coordinating Minister for Social Policies. He was speaking during a Facebook Live session at the Singapore Tech Forum 2020 where he was joined by Mr Marc Benioff, the chief executive officer and founder of American cloud-based software company Salesforce. Mr Tharman said that in tertiary education, women have shunned hardware engineering although they moved into chemical engineering and life sciences. Women also tend to move into quantitative fields like accountancy and business, he pointed out. “The world of engineering is changing. It’s now knowledge and data, and I think it's a very exciting opportunity for women. But we've got to have a very conscious effort to develop that norm, to develop the role models, to develop the mentorship schemes. And that's a responsibility of the Government, of education institutions, of corporates and of community,” said Mr Tharman. He said companies such as DBS bank, online payment service Paypal and Salesforce have “very determined schemes” now to hire and develop women in the tech space. He added that the Government is trying to do the same through an Infocomm Media Development Authority initiative called SG Women In Tech. “There are also community initiatives, (like) something called The Codette Project by Nurul Jihadah, which is very much the same; mentorship, encouraging women, including women from minority backgrounds, to get into tech,” he said. “I think Singapore can be a model. We’re not there yet and, in fact, there are no real models for women in tech internationally, including in Silicon Valley. We must be a model of inclusivity, even on gender, when it comes to the tech world, because the tech world hasn't been famous for gender equality.”During the session, Mr Benioff commented on how the world is facing a global health, economic and environmental crisis, and how the United States is also grappling with a justice, racial and equality crisis. “I think that we can all look at that and, in many ways, we can also say we're in a crisis of equality. This idea of capitalism, let's talk about that — is that all we're about? Money? Is that all we're about? Shareholder return? It is about a much greater mission than that,” said Mr Benioff.The pandemic, he said, could be a “great reset” for a new, more compassionate, more fair capitalism. Mr Tharman said that economic objectives should not be separate from social objectives. If a country is able to run a competitive and efficient economy, it will be able to create a lot more opportunities for people, he pointed out. However, if it is left entirely to the market, those opportunities become polarised over time — those who have an advantage will get even more advantage and those who start off with less tend to end up with less, he said. “So you can't leave it to the market. But if you think of an economy as a social ecosystem, not just a business ecosystem, you're able to create opportunities starting upstream in education but moving into work, because work is still fundamental to any system with a sense of equality and opportunity.And you create a society where everyone feels that the economy is doing well, I, my children and the people I know well are also more likely to do well,” said Mr Tharman. Conversely, he said that if Singapore does not have a cohesive society with divisions widening over time, it will be very hard to sustain an economic strategy that involves being open. “In other words, if you're not socially sustainable, you're not going to have a competitive economy in the long term and that's what you see across the world.No one is perfect; we're not perfect in Singapore,” said Mr Tharman. Singapore, however, is one of the few countries together with Sweden and “just one or two others” that have managed to sustain the middle majority society, moving up one decade after another even in the last five years. “There's still a significant work plan, significant collaboration plan, significant upscaling plan to help people who are lower down the ladder take opportunities of moving up. It will make us a better society. It creates better companies and creates a better society. ”But Singapore, he said, was “not done yet at all”. “There's really no perfect society wherever you go in the world,” said Mr Tharman. This article was first published in Today Online.
-
IBM X HTS: Leadership Agility In Times Of Change And Crisis
Businesses, leaders and workers have faced crises, before, but COVID-19 is a uniquely complex and unpredictable crisis. Lockdowns, social distancing and work from home orders have impacted every aspect of organizations and the workforce. It has also impacted the traditional held beliefs on what leadership should look like – the crisis today, requires a new type of leadership that is clear considered and compassionate. But even more important, is for leaders to demonstrate leadership agility defined as: the ability to make smart and effective decisions in a rapidly changing world. Many business leaders are facing the most complex business, social and economic transformation that we have seen in a generation. In this webinar, we’ve brought together some of the most prominent female leaders from IBM to share with you what it really takes to lead during a crisis, and why we all need to know how to do it (yes, even if you’re a man). During this webinar, you’ll discover: How the crisis has reshaped and transformed industries related to IBM. How a new normal of leadership style will transform the workforce. How IBM culture has empowered its leadership teams during the crisis. How the Pandemic will impact the future of work and the role diversity and inclusion will play in reshaping it.
Search by
Search by topic