The new talent pipeline is not here for going back to the office full time.

Excerpt from NYT article: In a recent survey by the Conference Board, 55 percent of millennials, defined as people born between 1981 and 1996, questioned the wisdom of returning to the office. Among members of Generation X, born between 1965 and 1980, 45 percent had doubts about going back, while only 36 percent of baby boomers, born between 1946 and 1964, felt that way.”

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As we continue the dialogue on diversity, equity and inclusion, neurodiversity has to be part of that conversation. This article strikes a cord with me for a lot of reasons. But as I read more about how this presents in women, it really piqued my interest.

My son is Autistic and part of what he deals with is attention to things he has little to no interest in. It made me question whether or not I had issues with this and reached out to a professional and began a dialogue about it. One of the things that made me question this is, if get into a flow, there aren’t too many people who can out produce me. #ISaidWhatISaid But if something is obstructive I am still above average production but it really throws me off. It surprised me to know this is one ways ADHD presents. To be clear, I do not have and ADHD diagnosis but some of the symptoms gave me pause.

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We are in an employee’s job market right now. Many people I know across industries have decided to make a change. COVID has sped up use of practical technologies for more flexible work and it seems worker’s are saying a collective “not so fast” as we approach a new “work from office” (or not) era.

It seems we are approaching a hard talent market.

What say you? Are you looking to make a change and be a part of what has been coined “The Great Resignation”?

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