Linked: Remote Work Helped Meta Achieve Diversity Goals Years Ahead of Schedule
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Linked: Remote Work Helped Meta Achieve Diversity Goals Years Ahead of Schedule

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.)

Linked: The C-suite and workplace wellness
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Linked: The C-suite and workplace wellness

Clearly, the reality is that work is too much for almost everyone across the entire spectrum, and there are lots of people looking for something better. Something that gives them the ability to be economically stable and also the ability to live a life outside of work with their mental health intact.

Linked: Succession planning isn’t only about executives

Linked: Succession planning isn’t only about executives

The importance of succession planning isn’t just about how do we replace our top executives, it’s also about how do we keep doing what we do when the person doing it isn’t here?

There are a lot of businesses dealing with employees who have resigned, who also have to figure out how they did what they did and how to train the next person to do it when no one ever wrote it down.

Write it down. Make it easy to find. Keep it updated. Because people leave.