In a letter to the employees of Airbnb from their

[sumonasumonakha.tu1]

CEO, Brian Chesky, writes “If we limited our talent pool to a commuting radius around our offices, we would be at a significant disadvantage. The best people live everywhere, not concentrated in one area. And by recruiting from a diverse set of communities, we will become a more diverse company.” Chesky hits on two integral pieces of a WFH policy. The first is that if you bind your job candidates to a physical location, it puts you at a disadvantage when it comes to the potential of talent.


The second piece being that expanding to a larger geographic area, or even a global Accurate Mobile Phone Number List network, can provide a whole new level of diversity in the company. While it looks great on a company, diversity and inclusion hiring isn’t a box to check off, or a Marketing tactic – it’s to give an equal opportunity to everyone, because it is the right thing to do. But is going global with your hiring that easy? In an interview Davis Smith, CEO of Cotopaxi, stated “It’s a lot easier to hire a diverse team when you aren’t limited to a specific geography….


I’ve asked myself many times: At what point does this catch up to us? Because so many people are new and maybe they don’t understand the culture as deeply. But our culture has changed and all those rituals and traditions, we had to wipe them clean and start over and we’ve created new ones that work for this new environment.” While acknowledging the diversity aspect no longer being limited, Smith does raise an important question to those looking to make the switch. Who should adapt? Should the new employees take on the culture their employer has already set in stone? Should the employer start fresh to accommodate everyone’s cultural values? The short answer: Yes* *with a shift in mindset Intercultural Mindset = Cross-Cultural Learning: A Checklist for Adaptation Remote culture can have its challenges….