Same as everyone… 

 

Once you are in you know people, you know their strengths, purely based on whether they are fit for the role.

How do we help more, if they start at a disadvantage? 

Cross training, skill sets…. 

If you get noticed by being at the coalface – how do we make disadvantaged(?) people get to the coal face

Or is that just part of the job – if travel is part of the job and person is not mobile – can they do the role or do we change the role  or… ?
 

Extra hours is assumed, late meetings across timezones, etc and part of how you get noticed. 

Not a diversity problem, more a extra work problem but it still manifests in people being less noticed

Where does diversity/inclusion end?  If you can’t join a call after 5.30 cos you’re a homemaker?  If you can’t travel to a customer site visit

 

 

Should be driven by roles.

e.g. Consultants have to travel – are we creating a disadvantage without knowing it.

Remote work may change this?  Roles may change