It was an interesting conversation, and I hope these conversations can help us in the eDiscovery industry think about employee wellness, mental health, diversity, and other issues that can result from doing things the way we’ve always done them. It’s time for this conversation to be had across the industry. If this can spark more of that, I would be very happy.
Something I’ve been thinking a lot about in the industries I have worked in has been this idea that remote and asynchronous work is something that makes it less likely that the only people we can hire are the ones who are both willing and able to dedicate their entire days to be in the office and also willing to jump in and do more work at any hour of the day and weekends. That eliminates a whole bunch of people from even applying, especially women with kids, neurodiverse and disabled candidates, and underrepresented groups without a large presence in the area where your office happens to be. (When you start a company in Silicon Valley, Seattle, Austin, or some other “hot” area, your candidate pool is limited to the people who live there now or are willing to move immediately.)