Strength In Diversity: For Better Business Resilience, Empower Women In Their Careers

How can HR foster better resilience post pandemic?

Why has the pandemic impacted our personal resilience so much, and why is there such a variation between how people are dealing with, or at least reporting how they are dealing with, their current circumstances?

Honest stories of senior leaders are one of the most important levers to promote realistic optimism in any organisation.

Going through a crisis, whether that be at a global or individual level, can of course, undermine resilience for some individuals, and this is very important to acknowledge. Interestingly though, recent research has suggested that typically, most people demonstrated resilience during the pandemic, with any initial dip in mental health righting itself within a few months (Pierce et al., 2021). So how does this happen, and what aspects of resilience are developed?

At Hult Ashridge Executive Education, together with our colleague Alex Davda, we conducted a small pilot study early in the pandemic, which involved individuals completing a ‘resilience barometer’ over an eight-week period. Each week, participants were asked to rate their current level of resilience across a number of psychological, organisational and social resilience factors. After a week, participants were also asked to reflect on whether they felt their resilience on any of the factors had changed significantly from the previous week, and if so, why…

Strength In Diversity: For Better Business Resilience, Empower Women In Their Careers

With pandemic recovery on the horizon, the resilient companies of the future will cultivate a workforce that is reflective of the customers and communities they serve. Creating an environment in which all employees can thrive is all the more important given the rise of new barriers to women in the workforce during the pandemic.

The greatest challenge to advancing gender equality in the workplace, particularly in the technology industry, is addressing women’s under-representation in emerging roles, such as cloud computing…

According to McKinsey, 1 in 4 women considered downshifting or even abandoning their careers as a result of COVID-19 measures due to increased domestic responsibilities. For better workplaces and a more equitable society, business leaders have a responsibility to empower women to further their careers…

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