(This article by Mary E. Collins is based on Chapter 1 of her book Recruiting Talented People, which is available to buy from our online store.) The fundamentals of recruiting have changed in recent years, and a new set of principles have evolved: Understand the balance of power Respond quickly ‘Graze’ for talent Embrace technology and innovation Network effectively Understand candidates’ expectations Embrace diverse skillsets 1. Understand the balance of power The candidate and hiring manager have always been central to the talent-acquisition process; however, as hiring has grown in importance as a key strategic imperative for organisations, and as the number of people actively looking for new roles has reduced, the balance of power has shifted away from the hiring manager and towards the candidate. Top talent now has numerous opportunities in the current market and employers need to attract desirable candidates with a compelling employer value proposition (EVP). This shift in the power dynamic requires organisations to: clearly identify what skills they need now and in the future; identify who has those skills and how to attract them; define their ‘employer brand’; innovate new ways to attract these candidates, embracing technology and new communication channels; treat candidates well – candidates now expect a ‘white glove’ level of service. Recruiters have had to change the way they perceive talent itself. As a senior Irish recruiter has shared: “Gone are the days when employers posted a role vacancy online to a job board, and a lengthy recruitment process ensued. There is a big difference between receiving CVs and finding talent.” 2. Respond quickly The shift in the balance of power in favour of candidates has resulted in organisations needing to move quickly to secure skilled employees. Candidates surveyed have identified response time to applicants awaiting a hiring decision as most in need of improvement. The days of multiple interviews and stages to a recruitment process are coming to an end. Top talent will not wait around! Hiring processes, therefore, need to be concise and focused. This ‘speed of play’ extends to how candidates will want to interact with you, rather than waiting for you to interact with them. Top talent, particularly among Millennials or Gen Zs, want to be ‘discovered’. Often referred to as ‘Generation Now’, they demand more speed from the recruitment tools used. As digital natives, they expect that technology will be embraced and used effectively in the hiring process. (Employers, of course, face a challenge in meeting this expectation as they have to balance it with the need to select the right candidate.) 3. ‘Graze’ for talent While traditional talent recruitment methods such as graduate hiring, use of agencies and job advertising are still important, new approaches are to be embraced in a market of undersupply of key talent. Smart organisations continually ‘graze for talent’. They are always looking to meet and maintain contact with potential employees as they are being educated, and later, throughout their careers, through networking events, alumni groups, conferences, online forums, and so on. Early contact: ‘co-ops’ and internships Rather than waiting for the annual ‘talent war’ of graduate recruitment, a significant number of employers are identifying talent earlier in the education cycle, e.g. inviting first-year students to experience ‘a day in the life’. Many universities offer work placements in the third year of degree studies. Building these connections early on with potential employees creates a talent pipeline and avoids an over-reliance on the ‘graduate milk round’. Keeping in touch It is important to keep in touch with talented professionals at all stages of their careers. And career stages have expanded and sub-categories within, and in addition to, the pre-existing stages have now emerged: ‘Encore careers’: Older workers reinventing themselves and retraining/studying in new fields. ‘Returnships’: People returning to work following a career break (this can include women who exited the workforce earlier due to family commitments but who are now keen to return). Returnships – similar to internships – are for a defined period, usually six to 11 months with no obligations on either party to continue the contract. ‘Boomerang employees’: People who leave an organisation for a few years to travel, work abroad or in a different industry, but maintain a connection with the organisation and later return, bringing back greater levels of skills and experience. Talent communities Integral to ‘grazing for talent’ is building strong talent communities through which both alumni and potential employees can stay connected to the organisation. Leveraging a network of alumni also requires ‘exiting’ talent in a more positive way. If an employee’s experience with the company is good at all stages of their employment cycle, this will increase the likelihood of their becoming a ‘boomerang employee’. Talent communities are also a source of referrals, in that previous employees can refer candidates from their own networks. As roles become more technical and specialised, having existing or former employees refer candidates from their own networks is gaining in importance. 4. Embrace technology and innovation Recruitment practices have changed rapidly with technology and social media. Organisations competing for talent embrace these innovations and maximise their recruitment potential. Jobs boards Online ‘job boards’ have developed exponentially to become services like ‘Indeed’, a jobs aggregator offering a service comparable to a ‘dating agency for recruitment’, providing jobseekers with access to millions of jobs from thousands of company websites. Professional networking platforms LinkedIn continues to be a major disruptor in the recruitment sector. Its CEO, Jeff Weiner, has announced a goal of “powering half of all hiring decisions” by 2024. LinkedIn’s success has been in breaking the traditional links between employers, recruitment agencies and employees. Previously, agencies had an ‘information hegemony’ over employers, due to their proprietary databases of candidates. Now anyone can search for potential candidates, whether they had applied for a job or not, allowing hiring companies access to the ‘passive talent’ who were not actively searching for a role. LinkedIn’s success is in how it caters for every stage of the recruitment cycle, including employer brand awareness, posting jobs, searching for candidates, making contact with and vetting candidates. Recruitment marketing and solutions services There is a growing number of innovative technology-driven recruitment companies offering to look after organisations’ entire talent-acquisition processes (e.g. Clinch, www.clinchtalent.com). These service providers offer online recruitment software, marketing and CRM to enable hiring organisations to revolutionise how they identify, attract, hire and nurture talent. Disruptive technologies and talent acquisition The effective use of new technologies not only adds to a compelling candidate experience, reflecting positively on the employer brand, but will help to access alternative talent sources. Some of the more disruptive uses of technology in talent acquisition will break down barriers around traditional interview formats, e.g. video conferencing allows hiring managers to conduct interviews with potential candidates who are geographically remote, and with robotic process automation and psychometric testing candidates can be identified who may excel in the role but do not ‘interview well’. 5. Network effectively In my experience, around 80% of all positions in Ireland are filled via word-of-mouth and relationship-based contacts among different personal and professional networks in different sectors. Developing and maintaining a strong network for both employees and hiring managers is therefore more important than ever in an economy experiencing a talent shortage. Of particular importance in networking are employee referrals, where current employees act as ambassadors for the organisation and are incentivised for recommending it to their friends and contacts. Employee referrals are a cheaper, faster and generally more successful way to hire. A good in-house referral programme empowers all employees to help with the hiring challenge. Many firms offer generous incentives to encourage employees to do just that, thereby making considerable savings on expenses that would otherwise be incurred during the recruitment and selection process. 6. Understand candidates’ expectations The younger generations in the workforce (Millennials/Gen Y, born 1980–1998, Centennials/Gen Z, born 1999+) hold the balance of power in recruitment, so employers must be aware of their expectations as candidates. A new approach is required to attract, engage and retain these generations, including providing: good work–life balance; work arrangements with flexible locations and hours; clear personal development routes; clear promotion opportunities; meaning and purpose in work (making a meaningful contribution to society); opportunity for travel; support around personal wellbeing; employability (working with the organisation will make the candidate more employable for future roles). A feature of these groups is a preference for collaboration and a propensity to be heavily influenced by each other, which extends to making similar career choices. This can be particularly evident in large professional service firms where groups of graduates from the same degree programmes all join the same firm, creating ‘a continuation of college life’. Similarly, job seekers from this cohort place huge trust in peer reviews, often basing decisions about where to apply on reviews of companies on websites like Glassdoor (www.glassdoor.com), one of several platforms on which people can anonymously share their experiences of ‘what it’s really like to work here’. Smart recruiting organisations will keep a close eye on activity on these platforms, which continue to grow in popularity. Job seekers from Gen Y and Gen Z say that they trust information on vacant positions in organisations in the order set out in Figure 1: Figure 1 7. Embrace diverse skillsets Employers are looking in new places for more diverse skillsets, away from the traditional sources of talent. Students from diverse disciplines such as data analytics, the sciences and engineering are being actively targeted by professional services firms for a range of roles typically filled by business graduates in the past. This shift is also reflective of the changing skillsets required by firms for their emerging service offerings, cybersecurity being an example of a high growth area. Employers should consider whether their degree-entry requirements for roles and opportunities are valid. There is a growing number of apprenticeships in Ireland. Traditionally, apprenticeships were in craft areas, but the apprenticeship opportunities are growing in professional sectors, with school-leavers entering, for example accountancy, auctioneering and insurance, and working through flexible training programmes. Dr Mary E. Collins Chartered Psychologist, Senior Executive Development Specialist at RCSI Institute of Leadership, and author of Recruiting Talented People (Chartered Accountants Ireland, 2021)

Social enterprises can empower ordinary people to bring positive change to their communities and society, but what are the options  and where do you start? Chris MM Gordon outlines what’s involved, and the invaluable support accountants can provide If the COVID-19 pandemic has taught us anything, it is the importance to society of the power and resilience of ordinary people and local organisations providing community services.  Some of our busiest times at the Irish Social Enterprise Network were in the opening stages of the crisis when it seemed that for every private profit-making business that shut its doors, a social enterprise was opening theirs.  Communities formed groups to raise money for meals on wheels or to manufacture personal protective equipment for front-line workers. All of this was organic and determined—and because ordinary people felt empowered to make a difference. Throughout that time, more people became interested in setting up social enterprises, to better manage volunteers or oversee any money that is being raised and spent.  There was an increased drive from communities to form social enterprises, make them sustainable and retain goodwill—and they turned to their professional advisors to help them set up these new entities.  What is a social enterprise? A social enterprise is the original ‘business for good’. Social enterprises sell products and/or services for a profit, which is reinvested for a social and/or environmental cause. The National Social Enterprise Policy for Ireland 2019–2022 provides a more detailed definition:  A Social Enterprise is an enterprise whose objective is to achieve a social, societal, or environmental impact, rather than maximising profit for its owners or shareholders.  It pursues its objectives by trading on an ongoing basis through the provision of goods and/or services, and by reinvesting surpluses into achieving social objectives.  It is governed in a fully accountable and transparent manner and is independent of the public sector. If dissolved, it should transfer its assets to another organisation with a similar mission.” Social enterprises differentiate themselves in several ways. I find it useful to think of a social enterprises in terms of its ownership, funding and social impact. Ownership: Social enterprises are generally held by, or in trust for, the people they aim to serve. Social enterprises might be democratically owned, as in a co-operative where one person has one vote. More commonly, they might be structured as a company limited by guarantee, the idea being that no-one can sell the organisation for their personal gain. (Social Enterprises in Ireland: Legal Structures Guide, published by the Thomson Reuters Foundation and Mason Hayes & Curran, discusses the legal structures available for social enterprises in Ireland.) Funding: While social enterprises must generate income by selling products and/or services, it is common for them to receive grants or other public or philanthropic funding to supplement their income and allow them to function fully. Funding can come in many forms, but some funding streams are available to social enterprises only if they are set up as a specific type of company.  Social impact: There must be some measured social (and/or environmental) impact – for example, reducing homelessness – and the money raised or spent by the social enterprise needs to positively affect that impact.  ‘Work integration social enterprises’ are organisations that employ those that are furthest from the labour market. These could be people with physical disabilities or mild, moderate, or severe learning difficulties. Such social enterprises are providing employment and opportunities that may not otherwise be available. Setting up a social enterprise The best approach to setting up a social enterprise will depend on the context and a variety of other factors, including the nature of the problem the community or individual is trying to solve. For the professional advisor, the first step is to understand this, ask the right questions, and to listen. Community or individual?  Is the social enterprise being set up for and by a community or an individual? While it often takes a single individual to get things started, having the support and buy-in of a wider group of people shows there is a real need for the enterprise. It also increases the diversity of opinion and expertise needed to make a social enterprise successful. An issue seeking an enterprise? Someone wanting to set up a social enterprise may want to solve a specific problem that is close to them. They may have a sibling with a learning difficulty for whom they want to create a full-time job, for example. Their sibling loves making coffee, so they set up a café. This is an issue (finding employment for those distant from the labour market) that is looking for a business model to make it sustainable (a café). An enterprise seeking an issue?   The same could be true for someone with specific skills, such as a business-minded barista, who would like to do more than simply sell coffee. They are also looking for a social purpose to invest in and decide to employ people that are distant from the labour market—in this case, people with learning difficulties. This is an enterprise (a café) seeking an issue (employment for those distant from the labour market). Legal structure There is no specific legal structure required for social enterprises in Ireland. However, in my experience, people setting up a social enterprise for the first time often think that it must be a charity, without being aware of what that entails.  Gaining and maintaining charitable status can be onerous for a start-up and may not be necessary, or even relevant, in all cases. Some sources of funding may require charitable status, however. Knowing the sources and requirements of initial funding is important for choosing the right company type for a social enterprise. It may be tempting to advise a client to set up a social enterprise as a private company limited by shares and to spend its profits on whatever social cause they choose. This company type does not suit all circumstances, however.  Social enterprises come in a variety of forms. The use of each type of legal structure should be suitable, considered on its merits and aligned with the aims of the enterprise.  Again, the source of the entity’s funding and related requirements often determine the choice of structure. Here is an outline of the types of company set-up available to social enterprises: Company Limited by Guarantee (CLG)   This company type is the one most often chosen for social enterprises and comes close to company types in countries that have specific legal structures for social enterprises. CLG with Charitable Status   While charitable status (by application to the Charities Regulator) can apply to several types of legal structure, it most commonly applies to CLGs, subject to certain changes made to the constitution of the company, such as directors not being paid. There are advantages and disadvantages to having charitable status. Caution should be exercised as to whether it is necessary. Co-operative   A co-operative is an enterprise that is owned and controlled by its members and operates for the benefit of its members. A minimum of seven members are required to register a co-operative. The law governing co-operatives is currently being reviewed and updated. It is hoped that more co-operatives will appear as their benefits become more apparent. Private Company Limited by Shares (LTD)   Although this is the most common company type in Ireland, social enterprises tend not to be structured as private companies limited by shares. Designated Activity Company (DAC)  While the designated activity company structure has been applied to some social enterprises, it is more generally associated with financial institutions. There are relatively few DACs in Ireland that are considered social enterprises. The role of the accountant Working with social enterprises as they succeed in making a difference is inspiring. Accountants are in a unique position to advise individuals and communities from start-up, setting them on a path for sustainable impact.  Accountants can help social enterprises choose the first door they walk through. Picking the right door is the challenge.  People setting up a social enterprise often focus on the type of company that is being formed. Having taken time to listen to the client and understand the problem they are aiming to solve, the accountant can ensure that all of the available options (and the pros and cons of each) have been considered, the finance requirements planned for and aligned, and ownership and governance issues anticipated before a legal structure is chosen. Chris MM Gordon is Chief Executive of The Irish Social Enterprise Network Useful resources The Social Enterprise Toolkit is a resource for communities and individuals setting up a social enterprise in Ireland. It is available to download for free at socialenterprisetoolkit.ie The Irish Social Enterprise Network is the national body for social enterprise in Ireland. It provides information on the sector and useful pointers for people setting up a social enterprise online at socent.ie Social Enterprises in Ireland: Legal Structures Guide (Thomson Reuters Foundation and Mason Hayes & Curran, November 2020) is available to download at trust.org BuySocial.ie is a growing online directory of social enterprises operating in Ireland: buysocial.ie. The Charities Regulator provides guides to setting up a company with charity status: charitiesregulator.ie The Irish Co-operative Organisation Society (ICOS) provides information on setting up as a co-operative: icos.ie/starting-a-co-op/intro.

Our annual position paper, The Next Financial Year, published today. Researched and written by the Advocacy & Voice team at Chartered Accountants Ireland, with input from expert chartered accountants, it is an open letter to the governments on the island of Ireland, making realistic, practical proposals (50+ for each jurisdiction) on how to make life easier for business. To give government its due, from the perspective of SMEs, the response to the Covid-19 pandemic and its necessary restrictions, was swift and effective. Supports for businesses and their employees brought reassurance, calming the waters of the economy. A calm, measured approach is still required as we have entered another perfect storm; the challenging post-pandemic world of cost inflation, competition for talent, supply-chain disruption, and geopolitical uncertainty. We call on government to be sensitive to the challenges faced by businesses in what continue to be tough times. The Next Financial Year is a blueprint of the Institute’s public-policy thinking, relevant to issues that affect the lives of entrepreneurs, workers, and their communities. As a compendium of ideas representing our 30,000+ members its canvas is broad and holistic, ranging from technical accounting, tax and governance issues to hybrid working, sustainability and digitalisation. For me, three areas of focus stand out: supporting SMEs; making work and employment attractive; and signposting the journey to net zero. Supporting SMEs to survive and flourish From our discussions with members, a recurring theme is the importance of government supporting the SME sector, which employs most of the workforce. Wherever possible, government should remove red tape and administrative burdens. In both Ireland and Northern Ireland, there are excellent grants and support schemes available for small business – these need to be better communicated and their eligibility criteria broadened to include more of the economy, the more traditional businesses that provide services and employment to their communities. At the same time, grants should be used appropriately, and businesses made more aware of the longer-term benefits of equity investment, bringing expertise, connections, and improved governance. Improving financial literacy among small business owners and managers will pay substantial dividends for the economy. A perennial request from members advising businesses is to incentivise the continuing investment of talented, serial entrepreneurs by increasing the lifetime cap of €1 million on entrepreneur relief to at least €12 million. This would also have positive effects for the succession of family businesses to younger generations, again helping to invigorate the economy. Making work accessible and attractive Another stand-out theme in interviews we conducted for The Next Financial Year was the challenges businesses are experiencing in recruiting and retaining the right people, particularly in certain sectors like professional services and hospitality. A repeated request was for government to make it easier for people from overseas that are not automatically eligible to come and work here. Again, a call to remove the administrative hurdles. While the labour market is competitive and finding people is a challenge, employing people should be made as easy as possible. Tax policy should not increase the cost of employing people and, while necessary, legislative changes affecting employers, such as pension auto-enrollment, statutory sick pay, and the right to request remote working, should be introduced with timeframes allowing employers to adjust and prepare their systems. Investment in training the workforce for 21st-century skills is needed, particularly for digitalisation and sustainability, and government has an important role to play, for example in how Apprenticeship Levy funding is allocated in Northern Ireland. In Ireland, the Key Employee Engagement Programme (KEEP) scheme could be expanded to include a wider category of businesses to help them attract and retain talented people. Signposting the journey to net zero Consumers will look to businesses to take the lead with sustainability, for example in the re-use of materials, the reduction of packaging, and commitment to positive social impact. Clear and coherent guidance from government is needed, however, to ensure that the business sector is aware of what it needs to do to help achieve the net-zero targets. As well as the wider social and moral imperative, companies will need to understand the business case for climbing the mountain to net zero, such as business model resilience, brand-building and meeting customer and stakeholder expectations. Human beings do not like change, at least not initially, but with change comes the opportunity to develop and grow. Extensive and profound changes in behaviour are required; government can provide the necessary incentives through the tax system, by rewarding innovation, and by underwriting a system of ‘green finance’ for SMEs, from targeted grants and supports to enlightened equity investment. Despite the obstacles, The Next Financial Year reflects a broad sense of optimism and the huge potential in businesses, North and South, to achieve the best of possible futures. A PDF copy of The Next Financial Year is available on our website. Michael Diviney is Executive Head of Thought Leadership at Chartered Accountants Ireland.

June is the month of rainbows, but how can organisations extend the progressive support for the LGBTQIA+ community? June is Pride month. It is a time for celebration and an opportunity to decorate everything with rainbows and glitter, but also for commemoration and reflection. Pride is now an integral part of our culture, giving space and voice to those who have not had access to either in the past – and, in some places, still do not. In recent years, many corporations have wanted to visibly demonstrate their support for the LGBTQIA+1 community. For the month of June, rainbows will deck corporate logos, slogans and social media feeds. Webinars and events will showcase members from the LGBTQIA+ community, discussing important issues around celebration and acceptance. These actions are positive and progressive, but what can organisations do to prolong this momentum? Support local communities and charities Is there an LGBTQIA+ community or charity your organisation can support as part of its environmental, social and governance (ESG) goals? This could be a donation, a fundraiser or a volunteer day. Hold events at LGBTQIA+-owned establishments For your next corporate event or staff party, why not actively seek out local LGBTQIA+ businesses that can host it? For example, rainbowmile.ie has a great list on its website of LGBTQIA+ businesses and venues in Dublin. Use LGBTQIA+ suppliers Seek out LGBTQIA+ suppliers and businesses where you can. For example, if you are thinking of updating the office after the pandemic, why not contact an LGBTQIA+ designer or artist? You could also send corporate gifts to staff from an LGBTQIA+ company – check out Chupi's recommendations. Make sure you have a robust diversity, equity and inclusion (DE&I) policy Making your employees feel like they belong no matter who they are not only feeds into your organisation's ESG goals, but also increases the happiness and productivity of your staff. (For more information on this, listen to our podcast on the meaning of inclusion in the workplace.) DE&I committees If your organisation is large enough, consider adding a DE&I committee to advocate on behalf of LGBTQIA+ staff, customers or members. Even if your organisation is small, you can still designate a DE&I officer to oversee your DE&I activities. Educational workshops All of these acronyms can be overwhelming. Organise workshops or seminars to help educate your staff so they understand all the terms and why supporting LGBTQIA+ people is so important. Go beyond Pride to stay ahead Showing support for LGBTQIA+ throughout June and beyond is not only good for your company's ESG goals, but it is also beneficial for society. Furthermore, as Generation Z enters the workforce and jobs market, they will be paying close attention to the social activities of organisations – and judging them for it. Why risk being left behind in the cold when you can do good not only for your organisation, but for your staff and your local community? If you're looking for more information about what your organisation can do beyond Pride, the Institute's BALANCE hub has a comprehensive resources page. Sacha Brinkley is Publishing Executive at Chartered Accountants Ireland. 1. Lesbian, Gay, Bisexual, Transexual, Queer, Intersex, Asexual and Others. ↩

“A fox knows many things, but a hedgehog knows one big thing.” There are several dimensions to how organisations and teams can be diverse 1 and ways in which diversity can strengthen the problem-solving and creativity of teams and organisations. Here the focus is on the difference between generalists and specialists. It is perhaps accepted wisdom that you need to be a specialist to succeed; to identify a niche or narrow field of knowledge and become a recognised expert. In his book, Range: How Generalists Triumph in a Specialized World (2020), David Epstein argues that while specialists are clearly necessary, particularly in technical contexts, there is also an important role for generalists in a world that is “unkind” or “wicked” in the sense of being unpredictable, subject to rapid and continual change. Specialists thrive where boundaries are clearly defined, and repeated experience is beneficial. Epstein gives the examples of chess masters and firefighters, whose domains, though challenging, are “kind” learning environments in the sense that patterns of events repeat and are predictable. We rely on specialists every day to get it right, to provide accurate advice, to make the correct decision, but when it comes to “wicked” domains, where the rules are not established, specialists may be at a disadvantage. Generalists know relatively little about a lot, have a broad range of skills and experience. They tend to be curious and can transfer their knowledge and experience between disciplines, applying concepts from one domain to solve a problem in another, unrelated field. Generalists can see problems in the abstract, releasing them from their conventional, contextual straitjackets. Making (unexpected) connections through analogical thinking is the secret to the generalist’s power to solve problems. Introducing ideas from non-related contexts, outside of the team’s comfort zone, will help it come up with better answers in an unpredictable world. Isaiah Berlin’s influential 1953 essay on Tolstoy’s view of history, “The Hedgehog and the Fox”, was inspired by a fragment from the Greek poet Archilochus, “A fox knows many things, but a hedgehog knows one big thing”. Berlin speculates that, taken figuratively, these “words can be made to yield a sense in which they mark one of the deepest differences which divide writers and thinkers, and, it may be, human beings in general”. In his 20-year study of the accuracy of the geopolitical forecasts of almost 300 experts, psychologist Philip Tetlock drew on Berlin’s essay, distinguishing between two types or sub-groups: ‘hedgehogs’, who know one big thing, and ‘foxes’, who know many little things and integrate them. Tetlock found it was the foxes who are more likely to be correct in their predictions, although as Daniel Kahneman points out in Thinking Fast and Slow (2012), these predictions were still largely inaccurate (it is a challenging thing to predict the future). Kahneman elaborates on the distinction of types. As a hedgehog “acquires more knowledge, they develop an enhanced illusion of their skill and become unrealistically overconfident”. Accounting for events within a coherent framework, they are “especially reluctant to admit error”. In contrast, ‘foxes’ “recognise that reality emerges from the interactions of many different agents and forces”. Hedgehogs (by analogy, specialists) do one thing very well, and tend to want to bend reality to fit their experience and hard-won expertise. Foxes (generalists) have a broader understanding of multiple disciplines, tend to be more curious, more open to ambiguity and ready to listen to counterarguments. Faced with the uncertainty of today’s wicked world, it is important that teams, particularly those working in technical contexts, have a mix of hedgehogs and foxes, specialists and generalists. Innovation and problem-solving happen when teams include individuals with diverse backgrounds, bringing wider perspectives, from within and outside the norm. Diverse teams can apply the vertical thinking of their specialists, working within the detail of the core technical framework to address more familiar problems, while availing of the lateral thinking of their generalists for the unexpected. Working with technical teams, generalists tend to be ‘outsiders’ in that they are not initiates in the core discipline(s). However, as Epstein argues, generalists can have the “outsider advantage”, bringing new perspectives and techniques to what seem intractable problems to insiders. Insider hedgehogs tend to focus on what they already know within their discipline, industry, or profession, being invested in their specialist knowledge and attached to tools and techniques with which they are comfortable and familiar. When teams are faced with unfamiliar problems, such attachments can lead to disaster. For example, the Space Shuttle Challenger Disaster in 1986, in which the lives of all seven crewmembers were lost, discussed by Epstein in a chapter titled “Learning to Drop Your Familiar Tools”. Challenger disintegrated 73 seconds after launch due to a damaged ‘O-ring seal’ in one of its solid rocket boosters which failed to contain pressurised burning gas. Engineers from a contractor company outside of the NASA organisation had spotted an unfamiliar problem with the O-ring seals and asked NASA to postpone the launch based on their qualitative opinion. However, NASA refused the request because the outside engineers could not quantify their opinion – it did not fit with the quantitative tools and techniques of NASA’s established culture. Faced with an unfamiliar situation, rather than adapting, the NASA team behaved like a collective hedgehog and tried to bend the problem to the one they had experienced before. To deal with the unexpected and unpredictable, to drop familiar tools when necessary and adopt new approaches, while also excelling at the core purpose of the organisation, its ‘business as usual’, teams need specialists and generalists, insiders and outsiders, hedgehogs and foxes. And while congruence has been the hallmark of effective organisations, where all are aligned with vision, goals and leadership, a level of incongruence, of ambiguity, is also healthy to counter the less beneficial effects of conformity, such as ‘groupthink’, or applying old tools to new problems, failing to adapt. An effective problem-solving culture balances standard practice with different perspectives, knowledge and experiences. Diverse teams of specialists and generalists (or of individuals who can combine and balance these traits) will expand the range of organisations to cope with today’s wicked world. Michael Diviney Executive Head of Thought Leadership 1. According to Lee Gardenswartz and Anita Rowe in Diverse Teams at Work: Capitalizing on the Power of Diversity (2nd ed., 2003) there are four dimensions or layers to the diversity of people within an organisation: organisational, external, internal and personality. The specialist/generalist axis is part of the external dimension. ↩

In the week of International Women’s Day, we consider the important role that male allies can play in breaking the bias that women still face in the workplace. Male allies start by first acknowledging bias, are aware of the effect of their words, share work equitably, and are vocal in their support of gender equity. This week, International Women’s Day was themed #BreaktheBias, asking how we can break the bias that women face every day and achieve genuine gender equity in all spheres of life, including the workplace. And it is important to be vigilant and support gender equity because it may have taken a step backwards in the pandemic. Last year, Irish business representatives, Ibec, published a survey report highlighting the impact Covid had on women working for member organisations: “20% of organisations had noticed a change in the position of women in their organisations over the past 12 months, citing changes such as increased pressure and stress, childcare responsibilities, and requests from women for worktime flexibility to accommodate childcare and/or eldercare. … almost half of respondents (48%) said that more women than men had requested for changes to their working patterns to facilitate caring responsibilities. The survey also shows that 31% of respondents said that more of their female employees than their male counterparts had requested unpaid leave to facilitate caring responsibilities over the past 12 months.” 1 As we are now putting the pandemic behind us, we want to recover some of the ground lost to this inequity. One way to do this is to encourage allyship – male allyship particularly – in the workplace, to make sure that everyone is on the same page and willing to support one another. What is allyship? From the perspective of equity, diversity and inclusion (EDI), an ally is someone who is in a position of power, privilege, part of the majority, but who takes actions to support those who are not in the same position. In this case, male allyship is the evident, vocal support of women in the workplace. Further, it is not just restricted to male senior management: any man in the workplace can be an ally, showing leadership in this way, from a new starter all the way to the top of the organisation. How to be a male ally Here are some starting points for being a male ally: Acknowledge your bias  Bias may be deliberate, but most often it is unconscious, part of one’s cultural conditioning. The first step in breaking bias is to become aware of it, to acknowledge it – then it is much easier to address it. Go out of your way to challenge your bias, check your privilege, and assess how you view and interact with women. Language  Words are important and can carry a lot of baggage. Think about how you and other men address and refer to the women you work with. (Is it appropriate to refer to an adult, professional woman as a ‘girl’?) If you’re a hiring manager, is the language you use in a job posting gendered? For example, are you using traditional, masculine-coded language to advertise a leader’s position? Make use of tools like the Gender Decoder to check your language. Share the workload and the stage  Research has shown that women are more likely to volunteer for low-status tasks that need to be done but that do not benefit their promotability. 2 If you are a manager, distribute such tasks more equitably rather than ask for volunteers. Give all colleagues the space to be heard in meetings or in presentations, making sure some colleagues are not dominating the conversation. Sponsor and mentor  Experienced male leaders can play an important role in supporting women in their careers through active sponsorship and mentoring. Speak up, be a visible and vocal ally  Actively show women you support them by: Calling out sexist behaviour, like inappropriate jokes or remarks. Get into the habit of doing so, even when women are not around. Call out other men when they are talking over women in meetings. Publicly advocate for gender equity through social media, at town halls, team meetings. By being an active supporter and promoter of gender equity, male allies can make a huge difference to workplace culture and inclusivity. If women feel they are being supported, they will thrive, leading to more productivity, staff attraction and retention, and all-round better business. Such an inclusive workplace will benefit everyone. Sacha Brinkley and Michael Diviney Advocacy & Voice 1. Ibec, New Ibec research reveals impact of Covid on women in business, 19 April 2021. Available at https://www.ibec.ie/connect-and-learn/media/2021/04/18/new-ibec-research-reveals-impact-of-covid-on-women-in-business ↩ 2. “Why Women Volunteer for Tasks That Don’t Lead to Promotions” by Linda Babcock, Maria P. Recalde, and Lise Vesterlund, Harvard Business Review, 16 July 2018. Available at https://hbr.org/2018/07/why-women-volunteer-for-tasks-that-dont-lead-to-promotions ↩