How To Create An Inclusive Workplace With a Hybrid Work Model
Yes, inclusion in the workplace creates healthy cultures where people feel seen, valued and respected and where they tend to stay engaged and stick around. But it also gives teams an edge.
A McKinsey report revealed that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their industry’s medians. According to Harvard Business Review, employees in companies with diverse leadership teams are 70% more likely to report that their firm captured a new market and 45% more likely to report that their firm’s market share grew year-over-year. In other words, inclusive workplaces outperform their competitors.
What is an inclusive workplace? According to Great Place to Work, it’s “one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace.”
Building an inclusive hybrid workplace doesn’t have to be hard
All areas may sound tricky if you have a hybrid team. But there are several factors working in your favor. Chandre Torpet, a strategy consultant specializing in Diversity, Equity & Inclusion and the CEO of Inclusive Matters, says that building an inclusive workplace in a hybrid environment can be easy.
Perhaps it is because a lack of inclusion can quickly become glaring in virtual settings, from an increase in quiet quitting to a low turnout when you host social events, prompting you to make efforts and address the problem. Maybe it’s because the flexibility that comes with a hybrid schedule naturally fosters inclusion.
Tips to create an inclusive workplace with a hybrid work model
That being said, investing in DEI is crucial. It’s not something you want to leave up to luck – it’s the result of consistent long-term efforts. Here are a few actionable tips to create an inclusive workplace with a hybrid work model.
1. Give authentic recognition
“Above all else, employees want to be valued. This can be accomplished through regular accolades and authentic recognition,” says Kim Crowder, Founder & CEO of Kim Crowder Consulting, one of the country’s leading workplace leadership, anti-racism and Diversity, Equity & Inclusion speakers.
Take the time to write genuine, personal handwritten cards for holidays and birthdays. Get to know individual contributors on a meaningful level. Stay open to feedback and show your team that you are paying attention.
“Management should take stock of who their employees are as people, what they need in terms of feeling appreciated and valued, and then implement strategies to ensure employee well-being and satisfaction is a priority,” adds Crowder.
2. Create a human and flexible environment
According to her, flexibility is key because it creates an environment where you acknowledge that employees are, above all, people. From providing flexible hours and generous leave policies to offering on-site childcare, walk your talk when it comes to accommodate different situations.
“Employees have families, lives, health concerns, and emergencies that come up. Create a work environment where life is understood, not seen as an inconvenience,” says Crowder.
3. Make the most of meetings
What you do while you perform work also matters. Torpet recommends a few little habits that can make a big difference to create a sense of inclusion in meetings.
First, use the beginning of virtual meetings to give each participant the chance to explain what’s going on in their environment, whether they’re waiting for their child’s music lesson to end at a coffee shop or have a blurred background because they’re doing renovations at home. “Most of us have been through similar scenarios, so sharing that small piece of info is an inclusive act,” she says.
She also suggests leveraging the chat function on virtual calls. Side chats about the topic at hand are a great way to contribute ideas while a presenter is speaking. They are also beneficial for connecting with each other as colleagues, especially when some people are attending the meeting in person and others are participating remotely. “Plus, for introverts and colleagues who are doing business in a second language, a chat function provides an inclusive alternative for contributing to the group,” adds Torpet.
4. Host collaborative sprints
Hosting collaborative sprints is another way to create an inclusive workplace with a hybrid work model, says Torpet. Instead of having an all-hands to share status updates and check-in, have sprints where you can collaborate on solving a specific problem as a group. Include everyone and use tools like a virtual whiteboard and shared docs to facilitate a wide array of contributions. This creates an “inclusive feedback loop,” as Torpet puts it.
5. Embrace asynchronous work
Asynchronous work is another great way to build an inclusive workplace, especially considering there are people in different time zones or with different work hours. “Try tools like Loom to send screen/video messages where you can share info in more than just a written document. Colleagues can see and hear what you are doing, making for clearer, more inclusive information,” adds Torpet.
6. Make sure everyone is equipped to do their job
You can’t have an inclusive hybrid workplace without making sure all team members have the tools they need to perform their work adequately. For example, equip employees with a stipend to set up home offices so that they can set themselves up for success. Additionally, implementing effective hybrid software can streamline communication and collaboration, ensuring seamless coordination between remote and in-office employees.
7. Celebrate diversity
Celebrating diversity is paramount to creating an inclusive workplace, so educate yourself about different traditions and backgrounds. “A good workforce should be diverse. It is through diversity that different perspectives allow for growth and development. Companies should celebrate diversity and engage in workplace culture development by honoring various cultures, ethnicities, and backgrounds,” says Crowder.
8. Raise awareness and conduct trainings
According to her, companies should also conduct sensitivity and diversity and inclusion training and make sure that all employees feel equally valued.
It makes sense: Even open-minded people have biases and blind spots – it’s human nature. Going through the sometimes uncomfortable process of uncovering them is how we create safer, more inclusive spaces. Investing in DEI training ensures that you and your team have appropriate support and facilitation as you go through that process. It also sends the message that you take creating an inclusive workplace seriously.
9. Equitable wages and monetary incentives
When aiming to foster inclusion in the workplace, you can’t ignore the elephant in the room: money. Fair, equal wages are an important step in bridging diversity, equity and inclusion gaps. “The cost of living across the country is astronomical. Fair wages mean that not only are your employees being compensated fairly but also that their families benefit from it,” adds Crowder.
If you can, offering monetary bonuses, stock options or education grants is also a great way to show appreciation for your people.
