2020 has tested us in countless new ways, and the remaining months (and even 2021) seem to hold no relief. But as many have written before me, the challenges we face also present opportunities. 

Among these opportunities is the reevaluation of the status quo, as it applies to us at work and home. We have the opportunity to take stock of what matters most, address long standing social issues, and find new ways to work that work for all of us.

From the outset of the global pandemic, our team has been intently focused on the issues we face at the intersection of life and work as we navigate today’s uncertainty - remote work, burnout, communicating, new skills for leadership. We’re all experiencing firsthand the effects of policies that fall shy of the reality of the organization’s most valuable asset: humans. 

One of the resounding lessons in our human experience is that uncertainty is an unavoidable part of life. Although the intensity of today’s experience is unprecedented for most of us, the lesson is the same: humans cannot predict the future. If we can embrace and plan for uncertainty, we can create an environment for people to thrive, no matter the circumstance.

We argue about the minimum wage, despite overwhelming evidence the current state of affairs leaves people to live in poverty. We debate leave policy, arguing who is entitled to take what time and when. We question health insurance: who is responsible for providing coverage and who is deserving of receiving it. But earning a living wage, raising a family, and ensuring access to health care shouldn’t be debatable, or even considered employment benefits. These are things affecting each and every human; so if you are employing humans, then your workplace should reflect these realities. Transparently. Comprehensively. And robustly.

Perhaps instead of viewing these “life events” (e.g. paying rent, having children, getting sick) as inconvenient glitches in our efficient business ecosystems, we viewed them as a basic part of doing business? As a founder or leader, there are certain unavoidable, accepted norms: filing taxes, reporting earnings, paying rent, purchasing inventory. What if we added to that list paying a livable wage? Providing flexible paid leave, for an individual to use regardless of their circumstances? Comprehensive wellness plans? Asynchronous work options? 

How could your team thrive if you were empowered to live a full and balanced life, without making decisions between your mental health and attending back-to-back Zoom meetings? How can a community thrive when business goals align to those they most impact, taking into account the common good?

Over the coming weeks, we’re going to dig in to what this looks like in practice. Today, we’re discussing LGBTQIA+ awareness in the workplace. Next week, we’re exploring how to better support parents during this time (and beyond).

Among the many inspiring stories being shared after the profound loss of Supreme Court Justice Ruth Bader Ginsburg, one that stood out was her clerkship rejection by Justice Frankfurter. He said that while she was impressive, he just wasn't ready to hire a woman. Despite this early disappointment, she rose through the ranks from menial jobs to re-imagine gender equality as we know it today. Let’s follow her lead: how can we use this moment to create a new status quo that values our shared humanity? One that is deeply rooted in equality and inclusion? 

We look forward to exploring the possibilities with you. Stay tuned.