In Conversation with... Naomi Hanrahan-Soar

02/07/24 • 22 min

In the first episode of our “In Conversation with...” podcast series for 2024 Lucy is joined by fellow Lewis Silkin partner Naomi Hanrahan-Soar.
Lucy and Naomi discuss the trends behind shifting migration patterns and what that means for the workplace. They explore how employers can harness the benefits of migration, while also addressing a range of challenges.
Key takeaways:

Brexit has had a significant influence on the type of migration to the UK: One impact of Brexit is an increase in migration from countries outside the EU and, potentially, those coming from further afield are likely to have a longer-term view of staying in the UK.
COVID-19 has accelerated cross-border working: A rise in people requesting to work remotely from abroad is giving rise to numerous challenges from an immigration, employment law and tax perspective.
Migration can address skills shortages: This is particularly the case given ageing populations and economies experiencing ongoing skills shortages. However, workforce strategies need to consider the cost of recruiting skilled workers from abroad and the opportunity to upskill and retrain existing workforces.
More diversity leads to more creativity: Bringing different experiences, skills, perspectives and ways of thinking into an organisation increases the ability of the workforce to identify new opportunities and creative solutions.

Brexit has had a significant influence on the type of migration to the UK: One impact of Brexit is an increase in migration from countries outside the EU and, potentially, those coming from further afield are likely to have a longer-term view of staying in the UK.
COVID-19 has accelerated cross-border working: A rise in people requesting to work remotely from abroad is giving rise to numerous challenges from an immigration, employment law and tax perspective.
Migration can address skills shortages: This is particularly the case given ageing populations and economies experiencing ongoing skills shortages. However, workforce strategies need to consider the cost of recruiting skilled workers from abroad and the opportunity to upskill and retrain existing workforces.
More diversity leads to more creativity: Bringing different experiences, skills, perspectives and ways of thinking into an organisation increases the ability of the workforce to identify new opportunities and creative solutions.

Previous Episode

In Conversation with... Reflections on 2023 with Lucy Lewis

Over the course of this year, we’ve hosted conversations with leading experts and thinkers to explore their perspectives on the future of work and consider the opportunities and challenges ahead for employers and their people as the world of work continues to evolve rapidly.

In this final episode of 2023, our podcast host, Lucy Lewis, Employment Partner at Lewis Silkin, reflects on the conversations she has had this year and draws together a range of insightful perspectives shared by her guests.

Lucy spotlights the key themes that emerged across her conversations - from the role of trust and employee voice in the workplace, to the four-day working week, the importance of organisational resilience, adapting to an ageing workforce, what the future of the platform economy looks like and the impact of automation and AI on jobs and workforce skills.

At the end of each discussion, we asked each of our guests to share their thoughts on what is missing from the current conversation on the future of work. What is not getting enough attention? What are we not talking enough about? Tune in to hear what they had to say!

Next Episode

In Conversation with... Avivah Wittenberg-Cox

In the second episode of our “In Conversation with...” podcast series for 2024 Lucy is joined by Avivah Wittenberg-Cox, CEO of 20-first, one of the world's leading global consultancies focused on balancing gender, generations and culture.

Lucy and Avivah discuss some of the key demographic shifts impacting the labour market and explore why generational balance needs to be a business priority. Avivah explains the importance of longevity literacy amongst workforces and leadership teams, and how a deep understanding of people’s differences will be key to any diversity and inclusion strategy.

Key Takeaways:

Older workers as an answer to skills shortages: In a challenging labour market, employers may be able to leverage the skills and experience of existing older workers to fill skills gaps.
Senior leadership teams must prioritise generational balance: The impact and success of a company’s longevity strategy will depend on the buy-in, involvement and longevity literacy of the executive leadership team.
Start by measuring the demographics of your workplace: Use data to analyse the potential impact of an ageing workforce on the business in the next 5 to 10 years.
Inclusion requires a deep understanding of where people are from: Instead of segmenting the workforce into identity groups, bring people together to discuss shared issues and define common goals, to increase compassion and understanding of differences.