Among the lessons of COVID-19 is the knowledge that human beings and our organizations can adapt more quickly and completely than we ever imagined. No one could have predicted how fast and how effectively office workers would adapt to remote work, or how nimbly business models would change. Health care, food service, education, entertainment, manufacturing and more evolved on the spot. COVID proved that the inability to adapt can be catastrophic. It also proved that we can change, if we want to. Going forward, how can C-level executives best ensure cultures of inclusion in the post-COVID workplace, and in turn, best attract and retain top talent?
REFRESHER COURSE: INCLUSION BY THE NUMBERS
Thought leaders, executives, government entities and researchers have published, persuaded and pleaded the clear case for inclusion. Change has been slow despite the data-driven case for inclusion, but the numbers speak for themselves:
INCLUSION AND THE WAR FOR TALENT
In the ongoing competition for top talent, inclusive workplaces have a quantifiable advantage. July 2020 research from McKinsey found that 39% of all respondents say they have turned down or decided not to pursue a job because of a perceived lack of inclusion. Next-Gen talent is significantly more likely to choose an inclusive workplace or leave a workplace that is not inclusive.
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The BlueSteps Career Management Blog is written with a C-level audience in mind on career management topics ranging from executive compensation, executive resumes, and interview tips to networking, executive job search, and gaining visibility as a professional in one’s industry. The BlueSteps Executive Search Blog links senior executive candidates to actual retained search recruitment insights from AESC member executive recruiters, BlueSteps career advisors and other guest writers.
