Inclusion top tips for hybrid working
When organisations offer hybrid working arrangements, HR must ensure that measures to support, equality, diversity and inclusion (EDI) are considered at every stage in the employment lifecycle.
Hybrid work has the potential to be good for inclusion; however, it could also exacerbate existing inequalities without effective implementation, monitoring and management.
Understand the importance of fairness
Fairness in hybrid work is critical. This includes how hybrid work is implemented, employee access to hybrid work opportunities, any policies or procedures put in place to manage and monitor hybrid work and how any issues or problems are addressed. Employees will observe how they are treated, relative to other individuals or employee groups within their organisation, or even employees within other organisations. This places a high bar for leaders and HR to address employee concerns, needs and desires. Failure to apply or communicate the concept of fairness will lead to divisiveness and potential unrest amongst employees who may feel isolated, frustrated, and even discriminated against.
Keep hybrid working under review
Many organisations are still learning how to do hybrid work well. Some organisations are still piloting and trialling different approaches. Taking a learning mind-set and keeping hybrid working arrangements under review, whilst also considering emerging evidence and good practice, will help organisations to maximise the benefits of hybrid work. Consider reviewing core design principles and the organisation’s aims for hybrid work adoptions.
Explore the experiences of hybrid workers and their managers. Identify what is going well and where improvements could be made. This should include understanding the impact on EDI on specific groups. Reflect on how the experience of hybrid work may differ for different individuals. Engaging with relevant employee groups will enable understanding of the specific challenges and development of appropriate solutions. Make recommendations for change where appropriate, engaging senior leadership and ensuring clear communication to all employees.
CREDIT: CIPD
https://www.cipd.org/uk/knowledge/guides/inclusion-hybrid-working/
