It's important to understand how two forces of change are impacting and reshaping the future of work—shifting demographic patterns, and the pace of technological change. This video explains the two forces that are reshaping our work, and begin to identify the shifting patterns in your own company.
- When people talk about the future of work, it's actually happening now. The momentum's starting, and the outcome is predictable. So by 2055, there will not be a majority race in the US, for example. We know that it's happening really fast. We also know that millennials and they're seeking for jobs or looking for purpose and they're looking for diversity. That's a fact. They want to go, they've been in university, they've wherever, and they seek diversity of thought and experiences, they find that rich. So we need to represent what they're looking for. We also know that only 3.2% of the Fortune 500 even show diversity numbers, so how does talent today and in the future discover who we are as a diverse workforce? That's a challenge. And then, on top of the social trends that are happening around the world, and by the way, they are different everywhere, different challenges from political nature, from societal nature, they're coming and the world of work is no longer able to say park that at the door. It's happening now. We've got to have conversations now. We've got to equip our managers when to have this conversation and how to do it respectably, but it's now. And it's only going to continue, and then you add in technology and service of people at work and it allows us to be both brilliant and remote at the same time, so how do you combat that? Because if we want to be together as a community through belonging, leverage technology, leverage your video, leverage Slack and chat and communities, so the introverts and the extroverts can get online and chat. You can use video, so I can see your body language. 90% of this conversation right now is how I interact with you on film, and you need to grab that through technology. So if you're in a global company and you're leveraging video and there's someone in Singapore, and in India, in Germany, and so on and so forth, what I try to do with my team is have someone adopt them that's sitting in the core conference room and say, okay, Sally, you get Rada. Tony, you get so and so, and if they're trying to interject in the conversation, please make sure their voices are heard, 'cause technology has its flaws. It's so hard to interrupt in technology, unfortunately, and if you are brainstorming how do you advocate for them when they are not physically in the room but you can pull them in through the video. If you are sharing ideas around the table, how do you do it in a way that's inclusive? How do you do it in a way that ensures that the quieter voices have their moment, because 20, 30% of the table will speak 80% of the time. So what voice's missing? Can you ask yourself that at your staff meeting? What voice's missing? What demographic should be here to make sure that we are having the best debate possible to get the best outcome? Maybe we will invite friends into this conversation because we are not as diverse as I'd like us to be, and teach them how to have a conversation to explore, to not be perfect, so they can lean in.
- Determine what prevents a company from being equitable.
- Explain the importance of storytelling.
- Construct how an interview process should work that would enable you to hire diverse talent.
- Describe the purpose of listening to employees.
- Determine the factors for choosing DIBs role models in a company.