The modern workplace is a mixed bag when it comes to how and where we work. Some organizations have kept their pandemic-era commitments to asynchronous, remote, and hybrid work environments. Others forgot their pledge to the workforce and demanded a return to the office beginning in early 2023.

Where is this all headed? My money is on the hybrid workplace. Some rules on core business hours will be implemented to enable employees to work remotely and on-site and keep everyone accountable for availability and collaboration. However, hybrid isn’t going away.

But I’m not naive. The hybrid model comes with challenges. For example, cultivating inclusivity has taken a backseat to productivity concerns. It’s too bad because ensuring employees feel valued, respected, and engaged is crucial to increased revenue and profitability.

That’s why discussing strategies for promoting inclusivity in the hybrid workplace is important, and reviewing the common mistakes that companies should avoid is paramount to implementing positive change.

Strategies for Promoting Inclusivity

Companies must establish a clear policy to make inclusivity feel meaningful in a hybrid work environment. The policy should support diversity and inclusion while emphasizing the importance of these values in the hybrid workplace. The models already exist. Steal one and modify it.

One of the essential aspects of fostering inclusivity is promoting open communication. Encouraging transparent and open communication among employees, including remote workers, using various channels such as video calls, chat applications, and email can significantly impact team dynamics. Additionally, investing in technology and infrastructure to equip employees with the tools and resources they need to collaborate effectively, regardless of location, is vital to a positive hybrid work environment.

Inclusive team-building activities are another critical component of a thriving, inclusive workplace. Organizing virtual and in-person team-building events that cater to different preferences can foster connections among employees, both on-site and remote. Regular training sessions to raise awareness about unconscious biases, stereotypes, and other barriers to inclusivity are also essential.

Supporting employee resource groups (ERGs) and empowering inclusive leadership are crucial steps toward creating a more inclusive work environment. ERGs can provide support, networking opportunities, and advocacy. But it’s not an ERG’s role to fix what’s broken. Instead, HR departments, executives, and even outside consultants should commit to skilling up managers to cultivate inclusivity. After all, this is 2023, not 1983.

Lastly, setting diversity and inclusion goals, monitoring progress, and gathering feedback is crucial for continuous improvement. Establish measurable goals and hold leaders accountable for meeting these objectives. Regularly evaluate the effectiveness of inclusivity efforts by soliciting employee feedback, reviewing data, and making necessary adjustments. And make those findings public.

Common Mistakes to Avoid

Good intentions are lazy. Great companies may still need to rework their inclusivity efforts. Lack of commitment from leadership, inadequate communication, and a one-size-fits-all approach are common pitfalls that hinder progress. Insufficient training and resources, tokenism, exclusionary practices, and overlooking microaggressions and biases can also lead to an unwelcoming work environment.

I’m writing a book on drinking, and I’ve learned that focusing solely on demographics without considering other aspects of diversity or neglecting employee feedback can result in limited success. In addition, inadequate monitoring and evaluation of diversity and inclusion efforts can prevent companies from achieving their desired outcomes.

Do This Now: Cultivate Inclusivity in the Hybrid Workplace

Companies can create a more inclusive and supportive hybrid workplace by implementing the abovementioned strategies and being aware of potential pitfalls. Inclusivity is not a one-time effort but an ongoing commitment that requires intentional actions, open communication, and continuous improvement.

With a strong foundation, companies can ensure that all employees feel a sense of belonging and can contribute to the organization’s success in any workplace structure — hybrid or not.

Category: Work