The new world of work

Furloughing: Companies should have a D&I lens on decisions around furloughing and redundancies to ensure they are not inadvertently cutting disproportionately from underrepresented groups. “Everybody’s watching the choices that companies are making right now.” — Jennifer Brown, JBC Professional inequality: Younger workers or those from lowerincome backgrounds may not have a suitable working environment, equipment or broadband at home. “Although working from home might be suitable for some, we need to have the opportunity of an office space, as this is better for many others.” — Michaela Greene, development and communications director, Roundhouse, a London arts venue Sponsorships/partnerships: “It’s imperative brands don’t drop their sponsorship deals, a key source of funding for organisations like Pride, as it really matters now more than ever — this is what it means to be an effective ally.” — Sara Chandran, founder of Fresh and

Fearless, a UK diversity consultancy

Beware stereotypes: Remote working could mean staff rely more on stereotypes and build one-dimensional impressions of some colleagues. “We’re not really seeing the people in other contexts besides just [virtual] meetings, so we don’t have an opportunity to get to know them.” — Pragya Agarwal, author of Sway: Unravelling Unconscious Bias

Community engagement: Employee resource groups tend to focus on business development, the workforce or community — the latter could have a more pronounced role post-pandemic. “Affinity groups will be mobilised around community engagement and philanthropy more significantly.” — D&I expert at a North American financial institution

Leadership: A more empathetic style of leadership will emerge from the crisis as managers realise they don’t have all the answers. “Leaders will emerge from some unexpected places.” — Jennifer Brown, JBC