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.)
There is a lot to chew on in the HBR article below. Starting with how often women overqualified for a position will get hired anyway versus overqualified men.
Admittedly I’m a few months behind on podcasts, so be patient with me as I discuss a couple of ideas that came across some of my favorites back in May that I just listened to this week. First, I want to talk about the idea of Model/Coach/Care, an approach to management discussed by Microsoft CEO…
This is one for the bloggers in the audience, especially the ones using WordPress. Don’t panic if someone sends you a copyright infringement notice because it might be a scam:
Mark Manson’s hit the nail on the head in his recent newsletter. I think this explains why we have so many politicians who seem utterly incapable of writing, let alone passing, a bill. But they do this in spades:
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.