Happy Friday!

A round-up of thinking, news, and interesting things to ease you into Monday when it comes.


What changes can we expect to see to the world of work?

What will this mean for the relationship between employers and both current and potential colleagues?

What will the impact be on the ability for organisations to attract and retain talent moving forward?

In the UK:

  • 'There are lots of BAME candidates': UK boardrooms fail to embrace diversity. FTSE recruiters are not looking hard enough, says Gate Ventures CEO Tevin Tobun
  • Martin Lewis said that he wants an end to “furlough shaming”.  Speaking to 5 Live's Ask Martin Lewis podcast, he said he wanted to make it clear that the employer makes the decision on furlough, not the employee. Martin added that shaming those enjoying themselves while on furlough “seems to imply people should be sitting at home, cocooning themselves in misery".
  • You're hired: Zoom job interviews are getting people back to work. Digital interviews and virtual inductions are the norm reports The Telegraph
  • Oxford has no interest in students “finding themselves” and they should not take a gap year without very good grounds, an academic has warned. Hundreds of thousands of students are trying to decide whether to go to university this autumn. Most institutions are offering “blended learning”, with online lectures and some face-to-face tuition. Some students face having to live and socialise only with the same group of course-mates.

In the wider world:

  • Microsoft has become the latest US company to limit the use of its facial recognition technology by police. Amazon and IBM have already made similar moves. In a letter to the US Congress, IBM said AI systems used in law enforcement needed testing "for bias". Maria Axente, AI ethics expert at consultancy firm PwC, said facial recognition had demonstrated "significant ethical risks, mainly in enhancing existing bias and discrimination". She added: "In order to build trust and solve important issues in society, purpose as much as profit should be a key measure of performance."
  • Starbucks said Friday that employees will be allowed to wear clothing and accessories in support of Black Lives Matter, responding to a backlash and boycott calls after the coffee chain banned staff from wearing their own T-shirts and pins supporting the movement.
  • Business Insider talked to three black female professionals who said company cultures still need to shift to get to equitable representation for people of color in the larger workplace, let alone the C-suite. And while companies have started to acknowledge the need for more diversity, they are held back because they don't understand what inclusion means, these professionals said. To sculpt a company culture that actually helps minoritized groups like black women reach leadership positions, diversity needs inclusion.

Things I’ve liked this week:


  • The necessary increased focus on racism from the Black Lives Matter movement should prompt organisations to take a hard look at their values and Employer Brand, amongst other things. Do those words honestly reflect the culture and actions taken? Businesses need to really challenge themselves around whether they can evidence what they are saying RE inclusion and put interventions in place if things don’t line up.
  • Equally, the news that Amazon, IBM, and Microsoft are limiting the use of face recognition technology is concerning for those that use AI as part of video interviewing or screening. Of course this isn’t a new concern, I have previously written about the how such technologies are only as good as their data set but hopefully this will prompt businesses to review their processes and ensure that there isn’t adverse impact
  • From virtual club nights to live workouts and viral art challenges, national lockdowns have prompted a wave of creative uses of social media. With people no longer able to connect in person, social media has become a place for people to learn, work out, collaborate and communicate with others. Personally, I’m really excited to see how employers use this time to better engage with candidates in a more authentic and interesting way online. We’ve been doing some great thinking on how to bring virtual events to life, especially in the graduate space if you want to hear more.

If you’d like to chat about any of the above or share your experiences, feel free to reach out.