We’re shining the spotlight on award-winning Bukola Adisa, who is the founder and CEO of Career Masterclass as well as a Senior Governance, Risk and Controls expert.
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21 Apr 2021
Why Career MasterClass?
Career Masterclass was born out of a pure need to give back.
I was on the fast track at work and looking around, I saw very few people who looked like me sitting at those tables.
I started Career Masterclass to let underrepresented professionals know that they can absolutely take a seat at the table, and we’ve been showing them the way to do that ever since.
Why are intergenerational differences within the workplace important?
There are at least four generations now in the workplace:
Managing a multigenerational workforce with so many different perspectives, experiences, values and goals poses a unique organisational challenge for company leaders and HR professionals.
But, the diversity of perspectives can be a rich resource for companies to draw from.
This scenario will become increasingly commonplace and organisations will have to invest more and more in training and development, to ensure that individual strengths are maximised, and that the synergy created between people with different experiences and perspectives is leveraged for personal and corporate growth.
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Should women be upskilling or reskilling?
Women are definitely thinking about how to futureproof their careers, mainly because the combination of technology advancements and the COVID crisis has significantly disrupted the world of work.
Women were disproportionately affected by the crisis, with some being laid off and others having to leave to care for family.
However, thanks to the flexibility that comes with online learning platforms, many women continue to take courses and classes to remain relevant in the competitive world of work.
At Career Masterclass, while we are gender-neutral, we have seen that a majority of the community members who engage with our content and Masterclasses are female.
There are many support organisations just like ours that are dedicated to the advancement of women’s careers, so the future looks positive that women will not be disproportionately penalised by the shift that is happening.
Will working with our diaspora counterparts expedite ‘real’ DE&I diversity in organisations?
Women can pitch the following to their Management or initiate:
Co-creation of projects and ventures that will require diasporic and international colleagues to generate joint ideas.
Make room for virtual internships and consulting within their organisations by diaspora counterparts
Identify initiatives that can be scaled to diaspora communities or propose cross-border activities e.g. CSR initiatives
2021 and beyond after lockdown will bring ….
Remote working and WFH as more of a permanent feature. The ongoing pandemic has proven that people can be as productive working remotely as in the office. The advent of tech tools has also made collaboration easier, and employers will need to invest in these tools to measure their employees’ success by their outputs and not time spent in the office.
Work opportunities will be increasingly open to top talent across the globe, irrespective of geography. The internet is democratising opportunities. Competition for top talent will increase, with employers ready to pay top dollar for value
Employees will value employers that show empathy, and create a work environment that is mindful of their wellness and mental health. Employees want to bring their whole selves to work, and environments that cater to this will become highly desirable.
Diversity will become even more relevant to companies’ hiring decisions, as it has been proven that diverse organisations are profitable ones. Potential employees and shareholders will put even more scrutiny on companies to ensure diversity in management and leadership positions.