How blind recruitment can benefit executive search

The new face of recruitment?

A couple of months ago, having taken a brief from a new client, we received a slightly unexpected request. They asked us if we would be able to incorporate blind recruitment into our process.

We’ve written about blind recruitment in the past. We’ve also had several clients who have made a diverse shortlist a core part of the brief, and have delivered impressive shortlists that were both gender-balanced and ethnically diverse. The team themselves have all received unconscious bias training. But the question of running a blind search process had us scratching our heads. After all, the process of executive search necessitates knowing who you are approaching before you talk to them.

In the end, we decided to make it a normal search for us, and blind for the client. We would of course be aware of who we were approaching, and we conducted thorough face-to-face first-round interviews as normal. But the client would have no idea who individual candidates were until after they had agreed to interview them.

This posed a few challenges in our weekly update calls: we learned to get used to

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Newspapers: (some) reasons to be cheerful

Below the fold.

Last month saw birthday celebrations in UK newspaper land. The Daily Mail was marking its 125th year, while the Guardian was 200 years old. But is there much to celebrate?

Newspapers – in their print versions – have never been at a lower ebb. The  graph of circulation from 1956 to 2019* (below) looks like a tracer map of missiles fired from the left-hand side finding their target on the ground at the right. In 1966, when I was born, 15.5m national newspapers were sold every day. In 2019, under 7.5m were distributed – and the freesheet Metro accounted for almost 1.5m of those.

Clearly, the events of 2020 did not help the physical distribution of newspapers. There has been an overall drop of a further 22% in paid-for newspaper sales in the last year. We estimate that overall paid-for circulation for daily national newspapers dropped below 4m

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IDEAL Leadership: Integrity, Decisiveness, Empathy and the Ability to Let Go

The stamp of a leader

“Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could.”Steve Jobs 

At some point in our lives we have all heard the phrase “leaders are born, not made”. Thomas Carlyle propagated this view in the mid 1800’s, and it has remained stubbornly omniscient since. It suggests that certain individuals are born with innate qualities that predispose them to be successful leaders. This underpins the idea that only a small set of people can actually fill these types of roles successfully.

As our understanding of personality traits progressed, behavioural theorists put forward a new belief: it is not inherent characteristics that make a good leader, rather it is a leader that makes themselves successful based on learnable behaviour. As Vince Lombardi, the American football coach, put it in the 1970s: “Leaders are made, they are not born. They are made by hard effort, which is the price which all of us must pay to achieve any goal that is worthwhile”

So, where should you focus your effort to become a successful leader?


According to a survey conducted by Robert Half in 2016, over 75% of workers said that integrity was the number one attribute that a leader ought to possess. Leaders who are demonstrably honest and have strong moral principles inspire trust in their team with “their ability, their benevolence and their integrity”. Team members are willing to be more

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The games industry: doing diversity & inclusion right

A still from the video game, Hades, featuring the main character Zagreus and one of the game's enemies, Alecto. The game was a big winner at the BAFTA video games awards, and, featuring a bisexual main character, a great sign for diversity in the games industry.

Out there

We wrote last year about the challenges the +$138 billion games industry has had in establishing its diversity and inclusion credentials – but watching this year’s BAFTA Games Awards, I wonder if there is a lot more to celebrate than we previously noted. The increasing evidence is that large parts of the games industry and its players are some of the most inclusive and accepting communities out there. Certainly there is already a lot that other businesses could learn from the industry. Presented by

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Garbage in, garbage out: AI in recruitment

Artificial, yes. Intelligent?

Artificial Intelligence (AI) is an incredibly powerful tool with many applications; but questions have been asked about its usage in our sector. We wrote about AI recruitment technology a few years ago, and the picture hasn’t changed much, except in its uptake: AI recruitment tools now proliferate.

For people who have entered the job market in the last few years, and especially in 2020, HireVue has become a dreaded part of application processes. Even pre-pandemic, competitive grad schemes relied on HireVue as a first stage filter to their applicant pool, minimizing employee time used, while maximizing applications slashed. The reasoning behind this is fair enough: Goldman Sachs receives 250 000 applications for their graduate positions, and the rate of offers made for the big players in professional services are famously in single digits.

No surprise, though, that this shortcut has drawbacks. A Cornell University study published this January titled “Image Representations Learned with Unsupervised Pre-Training Contain Human-like Biases,” found that the machine-learning models that AI tools used by products like HireVue are based on large datasets sourced from the internet for cost-saving purposes. The conclusion of the survey: “Our results suggest

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Five steps to better employee retention

Not the way to do it.

Before the pandemic, employee retention was considered the second biggest challenge facing businesses, just behind the recruitment of talent. High employee turnover not only increases an organisation’s expenses, but also takes its toll on the business’s morale. Worse, the departing employee will often go to a competitor, turning your asset into theirs.

In 2016 LinkedIn conducted research into global recruiting trends, which revealed that 41% of respondents expected to remain in their current workplace for less than two years. 37% would stay for at least three years, while the remaining 22% were unsure how long they would stay in their current company. Their  ‘Why and How people Change Jobs’ study revealed the three main reasons workers tend to change jobs: 1) to take the next step in their careers; 2) a desire for more challenging projects; and 3) increased compensation.

To successfully improve retention rates, it is important to understand what is driving employee flight (e.g. benefits, compensation, engagement, communication, opportunity, culture etc). Once these have been identified it is possible to implement initiatives that can improve employee retention rates. Here are our top five tips.

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Xbox Series X / S vs Playstation 5, value for money?

Console yourself

Sony and Microsoft have finally released their next generation consoles. With retailers selling out faster than they can put units on sale, the launches appear to represent success for all. But do they?

On the one hand, Sony and Microsoft have succeeded in bringing new hardware to market on time, and have garnered quite a lot of positive coverage in the press and social media. On the negative side, there are stories citing widespread hardware and software issues, exclusive titles are scarce if present at all, and the cost of new games to the consumer has skyrocketed. So, are early adopters getting value for money, or paying a premium for unfinished games and hardware? Let’s take a look.


Let’s begin with a quick comparison between the three hardware components which are arguably going to make the most difference to gamers and developers. For now, we will just consider

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What no-deal Brexit means when hiring overseas workers

Amer Zaman, an immigration solicitor, who spoke with Martin Tripp about the effects of a no-deal Brexit on hiring..

He’s Zaman.

Both the EU and the British government have said that a no-deal Brexit is now the “most likely outcome”. Should this come to pass, one of the many challenges that businesses will face is that of employing overseas staff.

For the last forty plus years, UK businesses have been able to employ staff from EU members states with little fuss. On January 1st, when the transition period expires, that is all likely to change unless a surprise last-minute deal is struck.

So what does this mean for business? I spoke to Amer Zaman, founder of immigration solicitors Cranbrook Legal, to try to get some clarity on the issue.

The first couple of points we discussed were actually faintly reassuring. Firstly, existing EU employees in the UK will not be affected by the change, as long as they have registered under the EU Settlement Scheme (though this has been far from perfect). Second,

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The Gamification of Life and Commerce

Switching to new horizons

Like many facing the prospect of several weeks (so we thought) stuck at home, the release of Animal Crossing: New Horizons seemed like the best-timed launch in the history of gaming. As James reported recently, gaming has fared exceptionally well these recent months. But Animal Crossing has distinguished itself as a cultural force. As lockdown went on and Zoom pub quizzes grew wearisome, Animal Crossing continued to be a place to reconnect with friends, but without the pressure of trying to find something new to talk about. Instead, visiting friends on their islands was a chance to do something fun with people again.

Since then, other games have grown in popularity. In particular, Among Us has become the rival for cultural dominance as the game that not only is everyone playing, but also talking about. I found the game through internet chatter and played just to understand what made it so worth talking about. While Animal Crossing

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What headhunters look for in your LinkedIn profile

Get yourself a great profile

LinkedIn is the most dominant networking tool for professionals, offering a litany of tools and resources, including courses, networking opportunities, and helpful content from other professionals.

But it won’t be a surprise to know that it is also a useful tool for some recruiters. Many use it as an initial screening tool to identify potential candidates, and match them against the role they are working on.

Given the challenging market conditions at the moment, we thought it might be useful to lay out what recruiters find useful – in other words, the best way of getting your profile noticed.

Generally speaking, the strongest presences on LinkedIn are often marketing professionals. The skills needed to create a strong LinkedIn profile are the same needed in a digital marketing career. It can feel uncomfortable to ‘market’ oneself, but there are ways to do so without sacrificing personality or professionalism. In many ways, it’s just about knowing what to prioritise on your profile.

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Winners and losers in e-commerce

Click and collect

The Coronavirus Pandemic has seen a startling change in consumer behaviour trends. Facilitated by advancements in mobile technology, site design, online payment methods and a maturity in digital marketing techniques from social to affiliate, it is common knowledge that e-commerce figures and online traffic have been steadily increasing for years. The figures for 2020 however, are startling. Whilst many of us already use the Amazons of the world with some degree of regularity, coronavirus has driven customers out of the high street and online in their droves. In January 2020, online retail sites generated 16.07bn global visits. By June 2020, this figure had ballooned to almost 22bn, a 35% YOY increase.

So who are the winners and who the less fortunate?

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Smart cities and smart thinking: the Middle East’s tech on the rise

No middling tech

We are now entering a new digital era: the “Fourth Industrial Revolution” (4IR). Suffice to say, technology evolves every day and changes the world along with it. Huge strides in technological innovation are made to meet and further propagate demands for faster information, transformation, and increased agility in both our professional and personal lives.

The First Industrial Revolution harnessed the power of water and steam; the Second, electric power; the Third, electronics and information technology to drive automation and efficiency. Building on its predecessor, this Fourth and current phase is

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How to succeed in e-learning

Send more post-it notes

Anyone who has looked at the news over the past few weeks will have seen interviews with miserable-looking freshers, forced to isolate in halls of residences, wondering whether they’ll be allowed home for Christmas, and placing plaintive (and often hilarious) messages in their windows. Meanwhile, increasing numbers of universities are announcing they are suspending face-to-face teaching. As exciting as university can be, you can’t really blame the students for wondering what they’re doing there, especially with so much teaching being done online right now.

You don’t need to have read Ellie’s excellent piece on the e-learning sector (although, seriously, you should) to realise that the e-learning and edtech sectors are experiencing a boom right now, and businesses targeting higher education are at the forefront. As the CEO of one start-up told me the other week – “we’ve gone from a minority sport to being absolutely front and centre of every institution’s strategic thinking”.

It’s not just domestic students who need to be catered for. For years, western university systems have been financially heavily reliant on international students. That flow hasn’t quite

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E-learning trends 2020


Unsurprisingly, the e-learning industry is experiencing a major boon at the moment. Returning to schools, universities, and even offices is hotly debated, and e-learning is a clear safe alternative. But even before March, edtech was on a steep upwards trajectory. In 2017, Forbes predicted that by 2020 the global e-learning market would increase 36% from 2015 (USD$107bn to approximately USD$146bn).

As for why, e-learning has several advantages over its classroom equivalents. Firstly, microlearning (a subset of e-learning) accommodates shorter attention spans, a common concern for the more tech-savvy audience that e-learning caters to. In the same vein, its availability on mobile platforms makes learning easier to fit around other responsibilities and on-the-go and is thereby more efficient than classroom learning. E-learning’s use of graphics caters especially well to visual learners, who are estimated to make up the majority of the population. Gamification, a trend we reported last year, holds attention much longer than passive learning styles. Finally, e-learning is believed to provide longer-lasting lasting results. Typical face-to-face training expects retention rates of about 8-10%, while e-learning retention rates

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Return to theatres

A theatrical entrance

This week I went to the theatre. You read that correctly. Some six months since the coronavirus pandemic forced theatres around the globe to lower their curtains and close their doors, I stepped into Regents Park Open Air Theatre for a performance of their great revival, Jesus Christ Superstar.

The irony was not lost on me. This was the very same revival, in the same venue, with many of the same cast and musicians I watched some four years ago, while I was undergoing chemotherapy. I survived, and as I sat there amongst the socially distanced audience, engulfed by that same intoxication only a live performance exudes, I found myself utterly convinced that theatre will survive too.

Even though it was an outside performance, the same strict protocols you’d expect inside remained: facemasks throughout the performance were mandatory; audience members were mostly 

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The value of values-based interviewing

Getting to know you

Across industry, companies have naturally become more apprehensive about recruitment processes during the lockdown. Earlier this month, MTA conducted an industry survey to explore how business leaders felt about remote hiring and onboarding. We found that the majority of companies across the media, information, technology and entertainment sectors are still making hires during the pandemic. However, 69% of leaders were found to be less confident when hiring and onboarding new team members.

This is understandable: hiring and onboarding have been converted to online practices with the use of virtual meetings for interviewing, induction and mentoring. But according to our recent survey, a staggering 75% of business leaders are concerned about using such remote tech to assess candidates’ abilities to work as part of a team, and 72% were worried about candidates’ wider cultural fit within the business.

Constraints foster innovation, and the constraints imposed by covid-19 have shone a light on the importance of values-based interviewing. When we cannot meet face-to-face to understand

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‘In these uncertain times’: the state of the information sector

Computer says ‘yes’

In what has been, to put it mildly, an extremely challenging year for businesses right across the media, one part of the industry has continued to perform strongly – the subscriptions-based information sector. Our conversations from across the market have revealed CEOs and other business leaders reporting better than expected results for the period of lockdown, but also taking nothing for granted about the future.

In many ways, this is unsurprising: subscription revenues are solid and predictable and most are tied up in annual contracts at the very least. But many still sell on a per-seat basis, and if clients are making widespread redundancies, they may also be looking to downscale their commitment.

So far, though, this appears not to be the case. The CEO of one data provider, which sells information on an industry that has taken a hammering during the pandemic, told me: “even though there’s a lot of

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Can the creative industries help restart the economy?

Lights, camera, benefaction.

Our friends at Olsberg SPI – the creative industries strategy consultancy – have published a fascinating report which illustrates how the screen production industry could play an instrumental role in post-Covid economic recovery.

The argument is sound: direct economic benefit (effectively production costs) from the industry were $177bn globally in 2019. But that only accounts for around two fifths of the overall economic benefit, Olsberg estimates. Last year, the industry supported or indirectly contributed to 14m jobs, and $414bn into global coffers.

Our offices, when we can use them, are in Gray’s Inn in central London. It, and other nearby locations, are popular sites for filming: you’ll have seen them in everything from The Children Act to Oliver. When cast and crew descend, for some weeks at a time, cafes, barbers, supermarkets, and numerous other businesses benefit from the increased activity. A study on one (very high budget) film showed that an additional $10m per week was being spent in the locality. In now largely deserted city centres, their presence would be particularly keenly felt.

Amanda Nevill – CEO of the BFI for 17 years until stepping down this year, and now an adviser to Olsberg – talked in our Business People podcast this month about watching the credits at the end of a film: “all of those credits are individuals who have jobs, and what is so fantastic about our industry  is… there is a job for every skill imaginable: from marketing and finance, to nail technicians, hair, drivers, caterers, carpenters, plumbers, electricians.”

The magic of screen production is that it can be rapidly deployed and make its positive impact quickly. The UK government has talked about

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Is Apple entering the on-demand cloud video games arena?

Is Apple entering the on-demand cloud video games arena? Image of iphone, google stadia, and Xbox

Giving the gamers away?

It’s the question everyone is asking: is Apple entering the on-demand cloud video games arena? Or did they just force gamers to ditch iPhone and iPad for Android?

I write this as an Apple user of more than 20 years, with a passion for the games industry which spans a lifetime. There is much to be said for a desktop, laptop, tablet, phone and even a watch that work seamlessly together, take significant steps to look after user data, and allow access not just to Apple’s selection of software and services but also to those developed by third parties. In the days when I was co-developing and testing apps, it was also significantly easier to release a stable product on iOS, because the majority of Apple’s devices share a unified interface. Android, Windows Phone and Blackberry were a minefield of differing screens, button layouts and processors. So, if you’d asked me any time before last week whether I’d move from iOS to Android, the answer would have been an unequivocal ‘No.’

A lot can change in a week…

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Report from the museum

Reunite at the museum

For the first time since early March, I bought a ticket for an exhibition last week. And weirdly, the experience wasn’t as weird as I was expecting. I bought a timed entry ticket the night before and remembered my mask. I was greeted outside the Barbican’s entrance and given a run-through of the direction to go and how the exhibition worked. Beyond that, the exhibition felt as normal. Everyone wore masks, of course – which now also feels normal.

There were arrows on the floor to guide people through the exhibition, but really that only felt like a formalization of a rule that’s always been there. In one respect, I liked the arrows as reassurance that I hadn’t missed any room or section of the exhibition. Frustrations with other visitors hovering too long were the same, but now, at least justified. At the end, I did rush past the tiny café and shop area, feeling that I was pushing my luck for spending that length of time indoors with strangers already.

While in the exhibition, I generally felt safe, like there was enough distance between me and others. Although it felt well-attended, I also didn’t struggle to find a space in every room for my own 2-meter bubble. Even a week before mask requirements came into effect in museums, I didn’t notice a single person not wearing one. As a result, my time in the exhibition was much less anxiety-provoking than the bus trip there.

Michael Dixon, the director of the Natural History Museum in London has said, “When people visit the museum over the next few months they are going to get a fantastic VIP experience because they will be able to see things without so many people around them,

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Business People Podcast – Amanda Nevill interview

Amanda Nevill was CEO of the British Film Institute for 17 years, stepping down earlier this year, and in 2015 was awarded the CBE for services to the film industry. Tripp Associates Podcast Logo

In this podcast, she talks to us about the changing face of the film industry, preserving a creative culture in the UK, diversity in the sector, and the influence of the rise of SVOD platforms. Amanda also looks forward to the return of screen production after the pandemic, how new business models will work for the cinemas, and government measures to protect the the recovery of the UK’s film and TV industries.

Among other things, Amanda now acts as an adviser to Olsberg SPI, a strategy consultancy for the creative industries. For their fascinating report on the impact the TV and film production industry might have on global economic economic recovery, which we discuss in the podcast, please click here.

The Business People podcasts are designed to give business leaders across the media, information, technology and entertainment sectors insight into how other businesses are coping with the challenges of a changing world.

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Media in the Middle East: the relentless rise of digital

Silica valley

Media consumption has changed dramatically around the world over the last few years. The increasingly integral role that smartphones and portable devices play in our personal and professional daily lives has driven a digital revolution.

Nowhere in the world has digital adoption been quicker than in the Middle East. Bahrain, Qatar, and the UAE, for instance, now rank among the top countries in the world with 100% smartphone penetration and more than 70% social media adoption, figures which exceed those of the United States. This can largely be attributed to the fact that one third of MENA’s (Middle East and North Africa) population is under the age of 15, and a further one in five are aged between 15 and 24, making the region one of the world’s most youthful populations.

This has impacted and increased internet use across the region. In 2016 mobile internet in MENA accounted for

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Remote hiring and onboarding: survey shows managers receive no training

  • The majority of companies across the media, information, technology and entertainment sectors are still hiring during the pandemic.
  • But 69% of business leaders are finding it difficult to onboard new team members remotely.
  • The vast majority of managers (72%) have received no training in distanced interviewing, on-boarding or remote management.

Left in the dark.

Earlier this month we conducted an industry-wide survey of how business leaders were approaching the process of recruitment and onboarding during lockdown. We surveyed business leaders across a wide range of sectors – including consumer media, business media, research and information providers, education and training businesses, software providers and entertainment companies.

While the pace of hiring has slowed, organisations are still recruiting in key positions

We found that 69% of respondents were still making some hires, although the remainder had stopped recruiting altogether. 41% were recruiting less than they had been before the pandemic, and 24% said their pre-lockdown plans were unchanged. A small number – 3% – were actually recruiting more than previously, largely

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Different thinking: cognitive diversity and unconscious bias

They know something you don’t.

Unconscious biases are defined as learned stereotypes that are automatic, unintentional, deeply ingrained, and influential on behaviour. Whether we realise it or not, unconscious biases thrive within our society to the point that they affect the most common decisions we make. More and more studies have demonstrated that decision-making processes in the workplace are subject to subconscious interference, and usually the worst affected are those who believe themselves free from bias. Hiring processes, promotions, and legal protection, though they should be approached with pure objectivity, are subject to various levels of discrimination, whether on the grounds of gender, sexuality, ethnicity, religion, age, status or disability.

A different diversity

However, having team members of varying ethnicity, age and gender does not necessarily make a team diverse. In

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The real cost of removing Huawei from the UK 5G roll-out

Huawei: the lads

Last week the government took the decision to ban Huawei from the UK’s 5G network. Whatever the reasons for the decision, no real attempt has been made to count the cost of this move.

We should stress that none of what follows is an argument for the inclusion of Huawei in the 5G network. There are any number of issues around that, from security to ethics. This is just a short attempt to delineate some of the potential economic consequences of the decision to first include, and then exclude, the company from the UK’s mobile infrastructure.

We think there are four principal ways of accounting for the economic impact.

  • The actual cost of removing and replacing Huawei kit from both existing and future networks.
  • The cost to the UK digital economy of an estimated three year delay in roll-out of 5G.
  • The likely cost of an out-and-out retaliatory trade war such as China is now signalling.
  • The costs to the UK’s economy of a weak position in future trade negotiations.
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Corporate technology at home; balancing privacy and productivity

Managing from home

My webcam is covered with a googly eye, but I’ve seen band aids, sparkly butterfly stickers, and purpose-made spyholes with sliding covers. For millennials and Gen-Zs, the idea of someone on the other side of the camera of every device we own is something of a given, to say nothing of the security of our personal data. For us, invasion of personal privacy by internet giants via our technology has been something to adapt to rather than eradicate.

But the pandemic has pushed many more of us to consider how closely we are being watched in a new sphere. Forced to work from home, many of us have brought corporate technology into our homes for the first time. And with many hailing ‘the death of the office’, it may be here for some time.

The supposed death of the office brings some benefits: less wasted time – both on the commute and at people’s desks, improved employee retention, and company savings on office space. Contrary to Boris Johnson’s belief that working from home is a ‘skiver’s paradise’, a Stanford study found that workers at home were 13% more productive

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The games industry: diversity challenges, and solutions

Image of diversity and inclusion in games industry gamertag

Game Pride

It has been a turbulent few weeks of diversity and inclusion challenges in the video games industry: Laura Bailey received death threats for playing Abby in The Last of Us Part 2the game streaming site Twitch started banning users following protests about abuseand Ubisoft – one of the worlds biggest and most successful games studios – saw a number of key staff and executives step down over sexual misconduct allegations. 

But should we be surprised? Whilst parts of the industry are leading real, positive change around diversityinclusion and positive culture, there is still enormous room for improvement in the culture of many parts of the games industry.  

Earlier this year, interactive entertainment association Ukie published the results of its diversity census. 3,200+ games industry workers took part (which equates to roughly 20% of the overall workforce). Of those: 

  • Only 10% of people working in video games are black, Asian or minority ethnic (BAME).  
  • 21% of people working in video games are LGBTQ+, while 79% are heterosexual. 
  • 70% of people working in the video games industry are male, compared to 28% female and 2% non-binary workers.  
  • Female representation in the video games workforce is significantly under the national average of those in work. 

Late last year, Currys PC World also released the results of their report into diversity within the games industry. Amongst other things the report revealed “a distinct bias in favour of the young, white, straight male.” Is it any wonder, when such a high percentage of its workforce is made up of them? 

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Big data trends 20/21

BAD times.

Using data and analytics in efforts to digitise and transform business models is not a new phenomenon. Many of the most recognisable brands and companies today have relied on big data to transform and elevate their status and business model. Take Netflix, for instance. Netflix started as a DVD rental company in 1997 and, since its shift to a cloud streaming service, boasts an estimated 182.8m subscribers with a market capital of over $200bn.

While it’s been a trend for some time, it’s still on the rise. And quickly. By 2022, Gartner expects that 90% of corporate strategies will explicitly mention information as a critical enterprise asset and analytics as an essential competency. To ensure that your business is keeping up with the latest in big data, here are five trends that we expect to continue throughout the second half of 2020 and into 2021.

The increasing demand for Data Scientists and Chief Data Officers (CDOs)

The Harvard Business Review predicted in 2012 that the role of Data Scientist would be the sexiest job of the 21st Century. Has their prediction come true; is it sexy? You can decide that one, but it’s certainly lucrative.

More businesses are uncovering the value

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Business People Podcast – Sandeep Saujani interview

Tripp Associates Podcast LogoThe aim of the Business People series of podcasts is to explore how businesses, and the people that run them, are coping with the challenges of a changing world: the Covid-19 pandemic, changes in technology, expectations of staff and customers, and all things human.

A couple of weeks ago, I interviewed Sandeep Saujani, CEO of Contentive Media, for the “How to Stage a Virtual Conference” blog. The conversation was much wider ranging than just about virtual conferences: we talked about the future of his business, socially distanced working, how changing working habits will impact people’s interaction, and the future of media among other things. All neatly edited into 27 minutes.

I hope you enjoy it.

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How to stage a virtual conference

Distance learning

Covid-19 has put a stop to face-to-face events for now, and this has hit many companies hard financially. But over the last few months, we’ve been impressed by the innovation and agility of businesses that have transformed their events into virtual experiences, keeping them central to their communities.

One such business is Contentive, who have run the HRD Summit for the past fifteen years, taking the whole thing online this year. The event brings together senior HR and people leaders to discuss their challenges, with a particular focus on the future of work. We were invited to join to see how it all worked, and afterwards I interviewed Contentive CEO Sandeep Saujani.

He gave a fascinating insight into how the conference was conceived and run, and talked eloquently about the pros and cons. We thought it would be helpful

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