A range of blogs and market views of interest to candidates and clients alike.
Despite an increasing number of organisations having diversity and inclusion strategies and training in place nowadays, not all companies are as active as they could be in their commitment to workplace diversity. The 2018 Top 50+50 survey found that 96% of firms have a diversity or equality policy, yet when it came to employing a dedicated diversity director, only 28% of firms have one.
Whether you are burnt out from working from home, or actively job hunting after furlough or redundancy, I think it is safe to say that a lot of us are struggling with motivation. In normal times, many people find November a challenging month to get motivated. Christmas is just around the corner; the evenings get darker by the day and the weather gets colder by the hour.
With National Inclusion Week recently behind us, Meraki Talent take a look at diversity and inclusion within financial services. While diversity and inclusion covers gender, ethnicity and sexual orientation, age can be overlooked. As financial service workers of all levels of experience are searching for their next roles, we explore the topic of age. Age is not just a number, but represents industry experience, qualifications and varying salaries.
Last week was National Inclusion Week, and it got Meraki Talent thinking about diversity and inclusion within the financial services industry. And, with the increased number of professionals currently working from home, could flexible working be the key to a more inclusive workforce? According to ONS data, in April 2020, over 46% of employed people worked from home. Of those who did, 86% did so as a result of the current pandemic.
We sat down with Nathan Macfie, Associate Director at Meraki Talent’s London office, and spoke to him about his personal experience of relocating from Scotland to London and the challenges and rewards that have come over the last two years with working and living in a new location.