In previous blogs in this series, we explained the key benefits of flexibility at work and the challenges organizations face.‍ Now, we’re sharing a preview of how companies actually empower flexibility at work. 

Humans are (in many ways) hardwired for bias—it can be a major challenge in recruiting, social interactions, and everyday life. We all see the world through different lenses, and those lenses lead to real consequences. In many cases, these are harmless. Maybe you prefer coffee to tea or think cats are better than dogs… no big deal.

As more organizations move to pre-recorded video interviews, they’ve gained the benefits of a more efficient process and improved consistency for candidate evaluation—but how do you make sure that great candidates make it through the process?

Diversity and inclusion has become an important organizational consideration over the past few years. Companies are coming to terms with disparities in the workplace and implementing initiatives to create a culture of inclusion.Recruiting needs to play a key role in this process.Left unchecked, recruiting can easily be driven by unconscious biases. But there’s good news—relatively simple changes to tools, stages, and practices that make up your recruitment process can lead to massive improvements in diversity and inclusion.

Diversity, Equity, and Inclusion in the company promote problem-solving and a culture of innovation. According to a study from Boston Consulting Group, diverse companies report 20% higher “innovation revenues” or proceeds from newly launched products/services. Diversity in sourcing and hiring refers to the policies ensuring the process is free from all types of biases. When hiring talent, the personal characteristics of the candidates including race, gender, religion, and sexual orientation should not impact their chances of getting shortlisted.

At Willo, October means one thing. No, not Pumpkin Spice Latte season or scary movies - Dyslexia Awareness. The Month of October is Dyslexia Awareness Month, where organisations and businesses across the globe raise awareness and highlight the continued efforts to make the world as accessible as possible to people with dyslexia.

As a founder, there are a few company milestones that bring incredible joy. Fundraising is often one of them (Willo raised a Seed round in 2021 that I’m proud of). Helping our customers streamline video interviewing is another (the average user saves 6+ hours per week of admin with Willo). But the real win for me is seeing candidates succeed. And it’s only just the beginning.

As remote work continues to hold around the world, companies need to think more consciously about diversity and inclusion (D&I) than ever. When you aren’t in an office together, it’s easy for already-marginalised communities to end up out of sight and out of mind.