5 Strategies to Make Your Hybrid Workplace More Inclusive
In Harvard Business Review’s hybrid working study, over 5,000 knowledge workers around the world were asked what they wanted from their future of work arrangement. 61% of employees said they would prefer if management allowed team members to come into the office when they need to and work from home when they need to – in other words, autonomy.
Whether you’re asking your people to be in the office one, three or five days a week, hybrid workplaces are still the norm and offer a range of opportunities to organisations and employees. They aren’t however, without significant challenges. With some planning and preparation, organisations can mitigate the risks and capitalise on the opportunities of hybrid ways of working.
Common Fairness and Equity Challenges
- Socioeconomic
- Domestic duties,
- Caregiving responsibilities,
- Gender,
- Personality differences,
- Neurodiversity
Equity and Support
Visibility and career progression can be a challenge for employees who prefer remote working. To make it fair between remote and in-office employees, make sure recognition, feedback, rewards and promotions are distributed fairly across the organisation.
1. Shift to outcomes rather than hours
To make the most of remote work, teams should focus on outcomes rather than hours. Where possible, support your organisation in making this switch.
2. Ensure teams and employees are supported to set up productive office spaces
Creating a productive home office requires a time and money investment. Ensuring your employees are supported to do this will pay dividends in the long run.
3. Pay attention to fairness and equity
Not everyone will respond to a hybrid workplace equally. Organisations need to consider the role of domestic responsibilities, socioeconomic factors and personality differences when setting up hybrid workplaces.
4. Make employee wellbeing a priority
Everyone will respond and adjust to hybrid work differently. Consider how you are checking in on people and what resources are available for them
5. Invest in training
Consider what training is needed to help employees’ transition to a new way of working. This could be learning new software or upskilling managers to lead virtual teams. It’s important all employees feel equipped and supported to work in this new way.
