Building an Inclusive Hybrid Workplace

Diversity, Inclusivity, and the Hybrid Workplace

As the concept of hybrid work continues to triumph, with more companies adopting remote options on top of their usual on-site work, it is essential that your hybrid workplace is inclusive in ensuring that employees have equal opportunities and access to growth, collaboration, and success. One way that hybrid work has allowed for better diversity is the opportunity for organizations to tap into a larger, global, talent pool. By offering the flexibility to work from anywhere in the world, you are opening the door to creativity and inclusivity. 

“Great talent can be found and be productive from anywhere.” - Evan Waters, SVP of Consumer Marketing at Blinkist

So… what does an inclusive hybrid workplace look like? 

An inclusive hybrid workplace ensures that all employees, regardless of their location, are being provided equal opportunities and access to resources. It is one that values everyone’s unique contributions and ensures that there exists equal respect and encouragement. 

One of the challenges of implementing hybrid work is unfair treatment and collaboration difficulty. Even unintended barriers to participation or opportunity need attention. Managers can identify and address gaps in access to information, resources and support. 

For example, organizations can implement flexible work arrangements, introduce more inclusive communication channels, invest in technology and accessibility, and lead by example to promote inclusivity. 

5 Ways for Better Inclusivity 

1. Flexible work arrangements

Providing your employees the flexibility of choosing where they work is incredibly valuable. Many employees would even trade pay for more flexibility. Through better work-life balance, lower stress, and a reduction in travel costs, employees are generally happier, when given flexibility in when and where they work.

Discuss which tasks can be done remotely and individual access needs, rather than assuming one schedule fits everyone. U.S. EEOC guidance notes that needs and job feasibility vary.

2. Inclusive communication channels 

Communication channels should be designed not only for smooth collaboration, but it should also be inclusive of and accessible to all employees. When it comes to building an inclusive hybrid workplace, small details matter! For example, simply displaying your working status, and current time-zone, and being transparent with your schedule are great ways to ensure that both remote and in-person employees can be active and contribute.

Illustrative example: after an office discussion, post the proposed decision and next steps in a shared channel for colleagues who were not there. Agree a response window so remote and other-time-zone colleagues can contribute before finalizing the decision, then update the record. See Acas (UK guidance) on agreeing how and when to communicate.

3. Technology and accessibility 

For a hybrid workplace, there are various communication and collaboration platforms such as Slack, Microsoft Teams, and Google Workspace to assess for your team's needs. Coworking platforms and office simulator software are also options, not guarantees of accessibility or inclusion. Check each tool and meeting format with colleagues for usability, equipment and training needs. Ask privately about access needs; do not request diagnoses in public channels. See Acas (UK guidance) on usable tools and training. 

4. Training and development 

Organizations should consider providing diversity, equity, and inclusion (DEI) training to all employees. Give remote and office colleagues the same access to usual training, development and promotion opportunities, as Acas (UK guidance) recommends. Offer session times they can attend or materials for later access. Prepare managers for remote communication and assessing agreed work objectives, not office visibility. 

5. Lead by example

Managers should lead by example, especially in a hybrid environment where communication can get lost between routines. Team bonding outings and team-building exercises are examples of how managers can foster employee relationships in the workplace. For outings or coworking days, perhaps at WeWork, offer remote or comparable participation. Stay in regular contact with remote and office colleagues about access to support, as Acas (UK guidance) recommends.

“The shift to a hybrid workplace doesn’t start with new technology or corporate policies. It begins with culture—one that embraces a growth mindset, a willingness to reimagine nearly every aspect of the way work gets done.” - Jared Spataro, Microsoft’s corporate vice president for modern work

Conclusion 

Today, flexibility and inclusivity deserve attention. No one enjoys being left out or the feeling of missed opportunities. Start by asking remote and office colleagues where they miss information or opportunities. Address one barrier, then check back to see whether access has improved.