Since the Government advised everyone who could to work from home in March 2020, the world of work has drastically changed. Employers are reimagining the workplace in response to the events of the past 18 months and employees are thinking about their future too. While a fair salary and a range of incentives may have been sufficient to attract and retain talented people before the pandemic, in some cases those rewards are no longer enough.
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In 2021, attracting and retaining top talent is becoming the number one priority as businesses begin to transform at speed following a period of survival and suspended digital change. Employers will need to consider the needs of their employees, and the priorities of candidates, if they want to attract and retain top talent.
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It has been a challenging 18 months for many organisations. So, now that we are emerging from the pandemic, are things finally looking up?
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With nearly one million workers expected to have been on furlough at the end of September.
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Attracting and retaining skilled workers has rarely been more challenging. 77% of organisations in the UK are reporting talent shortages – the highest in over a decade and climbing each year. However, despite the unemployment rate standing at 4.7% according to the Office of National Statistics (ONS), there is a sense of optimism that these gaps in talent shortages can be filled.
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In recent years we have started to see less Photoshop being used in magazines, more diverse backgrounds on the catwalks than there were before, but what about the diversity of fashion students, emerging designers, industry leaders? The fashion industry has long been heralded as a leader within the creative fields, bringing new voices and points of view to the table and encouraging talent from all backgrounds.
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Most employers are struggling to find the right people to help them take their business forward. In fact, talent shortages are at a 15-year-high. So why are some candidates with valuable skills and experience still being overlooked? Many people with dyslexia have the creativity, adaptability, critical thinking, and problem-solving abilities firms are looking for as they emerge from the current health crisis.
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Creating and sustaining diverse workforces is a challenge that can no longer be ignored by businesses large and small. Now is the time for leaders to engage their organisations in constructive dialogues around diversity, equity and inclusion (DE&I). And while many well-intentioned businesses are tracking and vying to improve the percentage of their employees who belong to traditionally under-represented groups, it’s becoming apparent that there’s still more to be done to bridge the gaps.
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Dyslexia influences as many as one in five people across the world. From award-winning director Steven Spielberg to founder of Virgin Group Richard Branson to Olympic gold medallist Caitlyn Jenner and lawyer and advocate Erin Brockovich, some of the most successful people are dyslexic – and credit their career achievements to their learning difference. Hear from some of the world’s most successful dyslexics.
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In today’s rapidly changing environment, workforce trends are driving the need for career development at all levels of business. The global talent shortage means that despite hiring intentions rising by an average of 35% across all sectors, 69% of businesses cannot find the skills they need – highlighting the scarcity of talent available in the market.
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