Ongoing adaption to life with the Covid-19 pandemic offers an opportunity for reflection and improvement. Some previous trajectories will be altered, while others will be accelerated.

在技​​术界,在大流行之前,人们普遍期待即将来临的人才紧缩。随着公司减速招聘活动,现在的意义在短期内已经缩减了。

尽管实习计划和招聘策略可能目前还不是最重要的,但是将它们放在榜单上太远是不明智的。随着危机通行证的高峰,我们可能会看到新鲜的数字商机出现,因此将未来的技术人才供应视为理所当然。为了防止未来的人才黑洞,科技行业将是明智的,继续在危机之前已经陷入困境和多样性。

智能CTA的所有事物

在人格类型方面,技术专业人员通常被定型为数学 - Whizz内向。我们大多数人都会看到至少一集IT Crowd..! As with all stereotypes, closer inspection reveals a more nuanced reality.

尽管有限的技术角色对技术角色的实证研究似乎确实支持了以下观点:与外向型相比,更多的内向型人被吸引到技术职业。雷竞技注册它还表明图片可能不像刻板印象所暗示的那样一面。一项研究personality types in software engineeringfound from a sample of 100 software engineers, 57% were introverts and 43% were extraverts.另一项研究reported 67% of subjects were introverts. We can deduce from these findings that tech sector jobs are filled by people of所有心理类型even though some are a little more represented than others.

在COVID-19危机的直接发生后,对顶尖技术人才的需求可能会受到抑制,但是从长远来看,随着受影响业务部门的技术需求的回报,并且随着当前危机的新鲜数字商机的回报,我们可以预料到一场爆发在供应链,建筑物,健康,环境,智能政府和城市等许多领域中的新技术创新。预警是预先的,技术部门必须准备好。

注意间隔

如果未来的人才差距并不严重阻碍竞争优势,那么公司将需要采取一种新的方法来采购,保留和培养未来劳动力的人才。

包括更广泛的技术人才

潜在的技术人才的一个特殊来源,公司开始利用的是患有阅读障碍,障碍,多动症的人的神经多样性社区,正在自闭症谱系中或其他神经系统疾病。

研究University of Cambridge已经表明患有自闭症特征的人(尽管不一定是自闭症本身)更有可能参与STEM受试者(科学,技术,工程和数学)。高度关注的集中注意力,对细节的仔细关注以及开箱即用的思考是与这些特征相关的一些技能。

那山上的那是什么……这是一个千禧一代。

A welcoming and healthy workplace for all

As employers attempt to diversify the talent pool to help plug potential future skills gaps, greater thought will be given on how to create welcoming cultures and healthy, enriching workplaces that nurture and support the full spectrum of talent as much as practically possible. Poorly planned workplaces could hinder cognitive performance and productivity, whilst also negatively impacting health and wellbeing.

Accommodating neuro-diversity

针对神经多样性人才的公司必须考虑该劳动力领域的特定需求。开放式,嘈杂的环境,浓烈的气味和刺耳的照明可以证明对自闭症频谱中的人们,耗尽的浓度和能量水平的特殊挑战。

随着企业界在Covid-19之后的变化方式适应改变的方式,灵活的工作策略将变得更加根深蒂固 - 这种趋势已经在发展前流行。这可能对某些神经多样性工人有好处,但不一定会受益。一些神经多样性(和非神经多样性!)工人很可能会错过实际上“上班”的结构,而不喜欢“独自行动”的感觉。

当涉及物理工作场所时,该人才群体可能会特别受益的解决方案可能包括灯光级别,这些光级别紧密反映了自然日光,空气过滤,家具或降噪耳机中的声学屏障,以阻止背景噪音和环境选择私人工作空间(要深入思考和解决问题)和开放环境,以与团队合作并保持社交。

当然,许多解决方案也将吸引整个劳动力。大流行之后,归因于整体健康的价值将比以往任何时候都更大。散发且真实地包括健康和健康属性的工作场所,例如锻炼工作室,健康食品,健康的空气,照明和噪音水平,将产生更大的拉力和握持力。

个性化工作场所CTA较大

未来凝视 - 神经科学的设备!

如果您尚未听到此消息,请注意越来越多的神经科学设备对未来的太空规划。

创建包容性建筑物的任务,具有优化所有角色和人口统计学认知性能的能力对竞争优势将变得更加重要。潜在的好处是巨大的,但实现这一目标的现实是一项复杂的任务,不要被低估。地平线上的好消息是,随着神经科学的设备,它可能会变得越来越容易。中心实验室,UCL,Wellcome Trust和其他人一直在稳步提高该领域的知识和工具。

Neuroscience for the unacquainted, is the study of the brain and nervous system, including its interaction with other parts of the body. A central focus of neuroscience is to understand how our biological system interacts with the external world. The study of people and their response to their environments will increasingly provide a scientific basis for the planning of inclusive buildings and cities.

新的开创性神经科学技术可以改变工作场所设计阶段。如果与其他技术(例如增强现实(AR)或虚拟现实(VR))结合使用,则由UCL和Wellcome Trust创建的便携式磁脑摄影系统将有可能在不同环境中提供不同角色的大脑活动的比较。

What are the benefits? Chiefly, that companies would be better informed to create optimum environments that cater as much as practically possible for the full spectrum of talent within their workforce. Imagine possessing the ability to test neurological responses, as people virtually walk through a new building or campus before it is even built. Knowing how different personas or demographics will react to and experience a building in advance means adjustments can be made at an early, cost effective planning stage.

Given the speed of technology advances, it is conceivable that in just a few decades, developers may rely on the use of cognitive and biological data when planning buildings. Companies which have obviously considered the needs of their individual employees in the workplace will undoubtedly be repaid with high levels of innovation, creativity, productivity and loyalty from employees.

The more progressive technology companies we are collaborating with naturally have talent and diversity at the heart of their business agendas but increasingly recognise the important role that a more personalised approach to workplace solutions could have on optimising the performance of their employees in supporting business objectives.

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