In days gone by (does anyone even remember the last quarter of 2019?), it was generally accepted that, in attracting diverse leaders to your organization and building an inclusive culture, a major part of the solution was location, location, location.
With data showing that proximity to family and friends is often a more important factor than salary when considering a new job, the decision to relocate for a new role goes far beyond career advancement.
Cost of living, public transport networks, school systems, and proximity to universities came into play for all prospective candidates when assessing a potential role in a new location. In addition, established diverse populations and culture in several large cities made them natural magnets for leaders seeking an inclusive work culture and a balanced family life – giving organizations based in those cities a talent advantage.
But, what if those location barriers are removed? While some jobs certainly require in-person presence – as evidenced by our essential workers – many, we are increasingly aware in our post-COVID-19 world, do not. Career success can be achieved with a home office, a good wi-fi connection and great talent.
Put simply, if employer now have access to an even larger pool of diverse candidates across the US because the hurdle of relocation is removed, the statement “The talent isn’t out there” becomes even more of a misconception that it was before.
Diversity recruiting requires effort and focus, removing the obstacle of location and purposefully prioritizing diversity and an inclusive external search process (including engaging a search firm that focuses on DEI – just saying!) should have a significant effect on any organization’s ability to build a diverse leadership team and inclusive culture.
Time will tell if this becomes a reality and it will require many adjustments in terms of effective leadership – but, in the context of a drive to diversify leadership teams, it would certainly be a benefit and is something that we are already discussing with several of our Fortune 500 and nonprofit clients.
….Interestingly however, a recent survey produced surprising results – the millennial and Gen Z generations entering the workplace, who are considered more tech savvy and drove organizations to consider remote-working in the first place, are missing the office!
