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Recruitment scams are not always obvious. Here are a few tips on how to identify a fraudulent message:

  • It’s from an unknown phone number, country code or email address.

  • It contains a link; these may contain malware that could be installed on your device so avoid clicking on these.

  • It contains sudden requests for payment or pressure to act quickly.

  • It contains poor spelling and/or grammar.

  • It contains unrealistic salary or working arrangements - if it’s too good to be true it probably is.

For your safety, we strongly advise:

  • Do not respond to these messages.

  • Do not share any personal information, banking details, or make any payments requested through these messages.

  • Report the scam message to your local authorities or the Information Commissioner's Office (ICO) through their official website for further investigation.

At Diversifying Group, we might contact you by text message, however:

  • Initial contact will usually be via an email address containing or via LinkedIn.

  • We never send job offers or requests for personal information via text message to individuals who have not registered with our agency.

  • We will never ask a candidate to pay fees as part of the recruitment process.

  • We have an office phone number on our website, so you can give us a call if you’re not sure of anything.

Stay alert and safeguard yourself against fraudulent activity. If you have any doubts or concerns, please don't hesitate to reach out to us directly using the contact details below:

02 May 2024

7 ways our workplaces have transformed since 2020

Everywhere you look people are referencing the “new world of work.” But what do we actually mean by this? And how much has really changed in the last four years? Sure, most of us spend a lot more time in our home office (or at the kitchen table) these days, and maybe there’s a few more diversity initiatives. But probing deeper than that, what are the fundamental differences between what was acceptable in the workplace in 2020 and what now seems like a thing of the past?


Hybrid/Remote/Flexible Working

An obvious one, but did you even know what hybrid working meant at the beginning of 2020? Previously, most employees have been consistently informed that their roles were unsuitable for remote work, but thanks to the pandemic, remote and flexible work setups are totally normal now. This shift is helping people balance work and life better, whether that’s working completely from home, doing a few days in the office, or moving around working hours. There has been a clear move away from adjusting your life to fit into work, into now adjusting your work to fit into your life.

Leadership Style

We’re less terrified of our bosses these days. In 2024, leaders need empathy, appreciation, and active listening. These qualities, once seen as "soft," are essential now.

So, what caused the shift? Unprecedented challenges during the pandemic, including rapid shifts to remote work, economic uncertainty, health and safety concerns, and the need for digital transformation. This required a new, more agile leadership style to be adopted, reflecting the more humanised workplaces we’re seeing today. Not only is this better for the employee experience, but also for the long-term success of the business itself.

Menopause Policies

Back in 2020, talking about menopause at work was less common or even taboo. But fast forward to 2024, and lots of companies are stepping up with menopause policies to support people going through this natural stage of life. These policies link employees up with resources, make sure they get the accommodations they need, and even offer awareness training. This makes sure everyone going through menopause feels valued and supported at work where previously older women were edged out of the workforce.

When we talk about diversity and inclusion efforts that go beyond tick-box exercises, this is what we’re talking about.

Comprehensive Diversity Statements

Sure, there were diversity statements before 2020, but they were few and far between. Now, in 2024, they’re non-negotiable. The best examples are detailed and specific with clear goals, action plans, and ways to keep themselves in check.

Unfortunately, not all diversity statements meet these standards still. In fact, many are mere empty words barely changed from a template found online.

Reasonable Adjustments Policies

Post-pandemic, companies are now making reasonable adjustments to help employees with disabilities or special needs, particularly with remote working. They're realising the importance of having workplaces that everyone can navigate easily. That means clear policies, providing the right tools, and creating a culture where everyone feels understood and supported.

Workers are increasingly asserting their rights and needs at work, signalling a shift in expectations. Instead of just being grateful for a job, there's a growing tide pushing for fair treatment and easy access to reasonable adjustments. This assertive position is driving workplaces towards greater inclusivity and support.

Paternity Policies

Parental leave used to be mostly about mums, but now dads are getting the flexibility they deserve too. Companies are realising that paternity leave is key for gender equality and work-life balance. So, in 2024, many are either offering or expanding paternity policies, acknowledging that both parents, regardless of gender or sexual orientation, play vital roles in childcare.

Corporate Masking

Considering all the above changes, the general vibe of the workplace has undergone a marked change. With remote work taking over, dress codes are way more relaxed in 2024. Companies are realising that professionalism isn't all about suits and ties.

How we talk in the workplace is changing too. Yes, it’s become more casual, but also more inclusive. We are more mindful that the language we use doesn’t exclude or offend anyone. Companies are updating their policies, communications, and training materials to make sure they're respectful and affirming for everyone.

Plus, the idea of corporate masking—where you feel like you have to hide your true self—is fading away. There is demand for companies to embrace employees as individuals, rather than corporate automatons. By no means is it perfect, but we’ve come a long way.

Where do we go from here?

It’s good to appreciate progress but not to get complacent. The world around us is in a period of rapid change and workplaces have to keep up.

In the coming years, we’re likely to see even more tech making its way into our remote setups, improving our teamwork, collaboration and productivity even when we’re apart. As mental health and wellbeing become more understood and less taboo, companies will prioritise these as a core aspect of their workplace culture. Plus, some exciting progressions to flexible working arrangements are on their way – think shorter workweeks and more job-sharing options, opening up opportunities even further to people traditionally shut out of the workplace. 

As workplaces continue to change and evolve, diversity, fairness, and making everyone feel like they belong will be continue to be huge priorities.


Written by Oliver Gilbody, Director of Marketing & Creative

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