DBA Member Forum | July Summary

• The latest graduate pool is entering a challenging landscape – periods of stagnant economic growth paired with the take-off of AI – is it any wonder there are less openings for juniors in the industry.
• This drop in the number of junior hires has been pronounced since 2022. A recent report from LSE has found that the main reason behind this is likely the propensity of workers in the UK to work from home, rather than the arrival of generative AI in the same period. The report found the timing of the two is coincidental rather than causal.
• This is a good news story, because WFH is a management issue, rather than proof new technology is taking junior jobs. 
• With the share of paid workdays carried out from home now more than three times pre-Covid levels, what can we do as an industry to make sure we’re developing the junior talent that will be the seniors of tomorrow?
• How can we design our working together days to better develop our junior teams?
• This isn’t to say that we want staff back five days a week in the office – flexibility has seen diversity increase, especially among new mothers and disabled workers – but we do need to support juniors learning and absorbing the micro conversations about the work that put that extra shine on what we can do in person vs what we do over Slack. It’s hard to replicate the contextual information that only really passes face to face.
• Before mandating a return to the office, check the small print: what do contracts and any staff handbooks say, and how did the WFH arrangement arise in the first place? Even where hybrid working was never formally agreed, a consistent pattern over time can create an implied contractual right, so treat this as a legal question, not just a management preference.
• Any change needs a clear business rationale, genuine consultation, and express agreement from staff, and whatever policy you land on must be applied consistently across the board to avoid discrimination claims, particularly given the impact flexible working has had on participation among new mothers and disabled employees. For more legal advice, make use of the DBA’s legal helpline with HK law – find out more.
• We must welcome graduates in, keep enthusiasm for the sector alive. 
• More good news is that the fundamental skills of a designer endure: the tools and methods for getting there will keep changing, but knowing how to get there – the judgement, craft, beauty and taste – remains a constant.
• As does the importance of human agency. Use that human grit, charm, hustle – AI can’t replace all of that. Sound advice to those graduating this year. 
• For more from Kevin, check out his LinkedIn.

Our next meeting is on Tuesday 4 August at 1.30-2.30 BST, as our Scottish members have a Bank Holiday on the Monday.

We’ll be joined by author Hugo Brooks as we look at ambition and redefining success for a restless age. This will be of particular interest to those contemplating the next chapter in their already successful careers.