Audeliss brings you the latest insights and trends surrounding executive search and diversity, equity, and inclusion in business across the world for October 2023.
The “Glass Cliff” phenomenon: women and people of color in precarious leadership positions
A new report explores the “glass cliff” phenomenon, where women and people from ethnic minorities are more likely to be chosen for leadership roles when organizations are in crisis. Although they may be appointed to prove themselves, these positions come with significant downsides, including stress and career derailment. Research also suggests that this phenomenon is linked to a need for change signaling, prejudice, and stereotypes. The consequences include reinforcing gender and ethnic stereotypes and devaluing the performance of those in precarious positions. Efforts to promote gender and ethnic equality can mitigate the glass cliff effect.
Challenging ageism in the workforce
As more people choose to work longer, addressing ageism in the workforce is crucial. Stereotypes of older workers as frailer or more disinterested in work are inaccurate and underplay the valuable role of experience. Employers often have “blind spots” related to ageism, overlooking the benefits older employees bring. Age discrimination not only remains a blind spot but can also manifest as prejudice, pushing older individuals out of the workforce. It’s time for organizations to adopt best practices and rethink recruitment strategies to promote diversity, equity, and inclusion for older workers.
Barriers faced by women of color at work
McKinsey’s Women in the Workplace 2023 report highlights ongoing challenges for marginalized women in corporate environments. Women of color continue to be underrepresented in leadership roles, facing a “broken rung” on the corporate ladder. Microaggressions, often subtle but harmful, affect women of color’s career progress, increasing stress. These microaggressions include mistaken identities, idea theft, and appearance-focused comments. Understanding and addressing these issues is crucial for achieving workplace equity and inclusion.
UK Health Secretary asks to halt hiring for DEI roles in NHS
UK Health Secretary Steve Barclay has asked the NHS to cease recruitment for DEI positions. In a letter to healthcare managers, he expressed concerns about NHS organizations actively hiring for dedicated DEI roles with high salaries. Instead, he called for these resources to be allocated to frontline care and emphasized that DEI should be the responsibility of all NHS staff. NHS bosses criticized the letter and emphasized that diversity is essential to reduce healthcare inequalities and discrimination.
UK hiring challenges persist despite slight improvement
After the initial hiring boom during the COVID-19 pandemic, the UK job market is still facing recruitment difficulties. A recent survey by the British Chambers of Commerce revealed that 73% of companies experienced hiring challenges between July and September 2023. While this represents a 9% drop from a record high in late 2022, the talent market remains strained, with the hospitality, construction, and manufacturing sectors most affected. Hiring intentions are decreasing, driven by factors like higher borrowing costs and weakened business confidence. Certain skills, such as AI expertise, are still in high demand.
Layoff wave subsides, but employee trust takes a hit
A recent survey of HR professionals indicates that while the worst of the layoff wave has passed, employee trust in leadership has diminished. While fewer companies are currently conducting layoffs, issues of inefficacy, inconsistency, and poor communication have led to a decrease in employee trust. Companies preparing for a potential recession are focusing on preserving a strong company culture and enhancing the employee experience, with leadership training being one suggested remedy for improving trust.
HR professionals slow to embrace AI in recruitment
A survey by the Recruitment and Employment Confederation (REC) revealed that 92% of HR professionals do not use AI in recruitment, with no plans to do so in the next 12 months. Among the 8% who do use AI, sourcing candidates was the most common application. The REC stressed the need for HR to embrace AI to attract and retain top talent. This contrasts with recruiters who are already using AI for advisory and consultative work.