Originally published October 30, 2022 , updated on January 17, 2023

The COVID-19 pandemic has dramatically increased remote work and virtual collaboration tools as companies scramble to keep their businesses afloat. However, even as we return to a more normal way of life, it’s clear that virtual work is here to stay. 

In fact, many experts believe that the pandemic has accelerated the shift towards a more digital way of working. This means rethinking their approach to workplace design, employee engagement, and knowledge sharing for organisations. For individuals, it means developing new skills and adapting to new ways of collaborating. 

But despite being a successful transformation within the business sphere, hybrid work has shown numerous benefits for cultivating and enhancing diversity and inclusion efforts. Today, as organisations and professionals connect from around the world, society can bring down physical barriers. It can also build digital bridges to create more opportunities for diversity and inclusion. 

The good news is that plenty of resources are available to help make the transition to virtual work smoother. With a little effort, we can all learn to thrive in the new hybrid workplace where inclusivity reigns.

The Current Employee Climate

The hybrid workplace is here to stay. According to a new survey conducted by McKinsey, more than four out of five respondents who have worked in hybrid models over the past two years prefer to keep them going forward. From the 1,345 who participated in the survey, two out of three respondents said they would find other work if their current company asked them to return to a full-time office position. 

Research firm Gartner conducted another survey related to hybrid work. The research showed that 48% of employees have continued with remote work post-pandemic, an increase from the previous 30% in the year before. 

A research survey published on Flexjobs reported that over 70% of organisations and businesses plan to integrate hybrid and remote work into their work model. Overall, an impressive 97% of employees on FlexJobs desire at least some remote work. 

Benefits of Remote Working

For many years, the traditional office setting was considered the most productive environment for work. However, millions of people and organisations worldwide were forced into hybrid virtual work over the past two years – many for the first time. 

The result has been a dramatic increase in productivity and creativity and a decrease in workplace costs. Hybrid virtual work is here to stay, and organisations must adapt their policies and practices accordingly. But what are the other benefits of remote working? 

It’s no secret that workers are struggling. From burnout to mental health issues, employees battle to keep up with the demands of the modern workplace. Organisations face record numbers of employees leaving their jobs. Some leaders still hold onto the idea that in-person work is a return to normality. They need to confront employees about flexible workplace models and their growing leverage.

Four Main Advantages

First, hybrid work allows employees to design their own workspaces, boosting productivity and creativity. When employees can shed the expectations of appearance and social interaction, they can tend to their tasks in a much more relaxed and comfortable environment, away from unnecessary external pressures. 

Second, it eliminates the need for commuting, saving both time and money. Flexible workplace models offer several benefits that appeal to employees who are struggling. For one, they provide more control over when and where work gets done. This can greatly relieve those struggling to juggle work and life demands. Flexible workplace models can help reduce stress levels by eliminating or reducing commute times.

Third, it gives employees more flexibility in terms of hours and locations. Although the transition to hybrid virtual work was sudden and often forced, it has proven surprisingly effective for many organisations. In a hybrid virtual work environment, employees are split between working in person and working remotely. This allows for greater flexibility and creativity regarding scheduling and workflows. For example, employees can choose to work from home when they need to focus on a specific task or project, or they can come into the office to collaborate with colleagues. Flexible workplace models also tend to be more collaborative, which can benefit those feeling isolated at work.

And fourth, it helps to reduce environmental impact by reducing workplace emissions. In addition, hybrid virtual work environments can help to reduce costs by eliminating the need for dedicated office space. As more and more organisations embrace hybrid virtual work, this model will likely become the new norm.

Implementing Flexibility

Organisations need to consider how to implement flexible working opportunities. They need to develop policies and procedures that consider the needs of remote and on-site employees. It’s important to invest in technology that supports virtual collaboration and communication. Finally, they must create a culture that values and supports hybrid virtual work. With careful planning and execution, hybrid virtual work can be a powerful tool for organisations looking to improve productivity and reduce costs.

Leaders who want to keep their employees happy and engaged must recognise the benefits of flexible workplace models and prioritise them. Employees are already demanding more flexibility, and it will only become more important in the coming years. Those who don’t make the shift will find themselves at a disadvantage in attracting and retaining top talent.

How Remote Work Enhances Diversity and Inclusion 

As organisations continue to grapple with the challenges of the pandemic, many are reconsidering their approach to work. Hybrid work offers more flexibility than traditional models. This can be a major advantage for employees with caring responsibilities or needing to accommodate other commitments. 

Hybrid working arrangements can help promote a better work-life balance, positively impacting employee well-being and job satisfaction. In addition, flexible work set-ups can be tailored to individual employees’ needs, making it possible to create an experience that is aligned with their personal preferences. 

This level of customisation can be particularly beneficial for employees from underrepresented groups, who often face greater barriers in the workplace. By offering a more flexible and inclusive approach to work, hybrid work has the potential to make a positive impact on diversity, equity, and inclusion (DEI) efforts. In addition, this model of work can also improve organisational performance by increasing employee engagement and retention.

Location Independence 

Remote work encourages the hiring of a diverse workforce. Employees no longer have to reside in the same city or country to qualify for a position. This expansion can be beneficial for businesses looking to move into new markets or tap into new customer bases. When your business strategy is no longer tethered to a physical demographic or localised area.

In addition, remote work can also help businesses to attract and retain top talent. That’s because employees are no longer constrained by location when choosing where to work. As a result, remote work can play a key role in helping businesses to build a more diverse and talented workforce.

When employees are allowed to work remotely, they often have greater control over their surroundings. Also, they can more easily create a comfortable space for them. For employees from marginalised backgrounds, this can be a valuable way to reduce the pressure to conform to workplace norms that may not be inclusive of their identities. 

In a remote setting, they can dress in a way that expresses their true selves, decorate their workspace with items that reflect their culture or values, and take breaks when needed without having to explain themselves to others. This can lead to improved mental health and increased job satisfaction. 

Moreover, when employees from marginalised backgrounds feel supported in the workplace, they are more likely to stay with the company and contribute to its success. Therefore, businesses that offer remote work options are not only promoting inclusivity but also making smart business decisions.

Flexibility for Diversity and Inclusion

Most workers want to feel like they have a good work-life balance. That can mean different things for different people. But it typically includes having time for the things that are important to us outside of work. 

For some people, that might mean having enough time to care for young children or ageing parents. Others might want to be able to pursue hobbies or spend more time with family and friends. Work-life support is any company policy or benefit that helps employees achieve a better balance between their work and personal lives. It could mean offering parental leave, flexible hours, or telecommuting options. 

Some companies also offer on-site child care, dry cleaning services, or fitness centres. It helps employees manage their time more effectively. By offering work-life support, companies can help their employees achieve a better work-life balance and be more productive on the job.

Prioritising Team Work

Many employees enjoy working from home because it provides them with a high degree of flexibility. They can take breaks when they want, work the hours that suit them best, and avoid the need for expensive childcare. However, working from home can also promote feelings of isolation, particularly when team cohesion is lacking. 

Employees who work from home can often feel cut off from their colleagues. It leads to communication problems and a sense of disconnection. Additionally, working from home can make it difficult to separate work and home life, leading to burnout. For these reasons, employers need to create an environment that promotes team cohesion. It should also allow employees to feel connected to their colleagues, even when they are working remotely.

To build psychological safety and deep connections in teams, leaders must promote team-building activities and positive social norms in the organisation. Encouraging employees to know one another and how they like to be supported can create a sense of trust and belonging within teams. 

Additionally, creating buddy systems can help new team members feel welcomed and supported as they onboard. Finally, coaching employees through effective conflict management helps build resilience and a sense of shared responsibility for the team’s success. Leaders can create an environment where teams can thrive by taking these steps about diversity and inclusion.

Inclusion Always Trumps 

How teams and managers behave and conduct themselves within the workplace is one of the most powerful indicators and influences on an individual’s experience of their job. Whether the business has been working remotely for a while or just made the switch, those in manager positions must remain mindful of their behaviour and actions. No matter where in the workplace they reside, each staff member needs to prioritise inclusivity. 

By establishing team values, encouraging candid feedback, and modelling desired behaviours, leaders can build a team culture in which everyone feels like they belong and are valued for their contributions. Inclusive cultures are also more creative and innovative, giving organisations a competitive edge. 

Diversity of thought leads to better decision-making. Employees are more likely to speak up when they feel their voices will be heard. When creating a positive employee experience, culture trumps everything else. By focusing on diversity and inclusion, leaders can lay the foundation for a high-performing team that’s engaged, satisfied, and committed to success.

What’s Next for Diversity and Inclusion?

As the workplace continues to evolve, organisations are increasingly embracing hybrid work models. In these models, employees have greater flexibility to split their time between working remotely and in the office. While this approach can have many benefits, it also challenges maintaining a strong sense of community and inclusion. 

To strike the right balance, leaders need to be thoughtful and deliberate in their approach. They should take into account the needs of individual employees and making regular adjustments as necessary. By doing so, they can create an environment that is highly attractive to top talent and set their organisation up for long-term success.

As organisations begin to rethink their workplace strategies in the wake of post-pandemic life, it’s becoming clear that employees who have tasted the benefits of hybrid work are not eager to give them up. In fact, many seem determined to retain a mix of remote and in-person work going forward. This presents a challenge for employers, who must balance the need for flexibility with the reality that some tasks are best done in person. 

Moreover, the shift to hybrid work must be carefully planned and executed to avoid exacerbating existing inequality and exclusionary practices. It’s a delicate balance, but one that could pay off in terms of improved employee satisfaction and retention.

Modern Work Models

In today’s business environment, the traditional work model is no longer adequate. Leaders who can embrace this change and show the necessary creativity, sensitivity, and humility will be poised to reap the benefits. 

A hybrid work model can improve performance by leveraging the best of both worlds – the face-to-face interaction of traditional office culture with the flexibility and convenience of remote work. But it also creates the ideal adjustment to grow and enhance opportunities for diversity and inclusion in the workplace. It can promote organisational cohesion by fostering a sense of community and shared purpose and improve employee wellness by reducing stress levels and increasing work/life balance. 

When implemented effectively, a hybrid work model has the potential to transform an organisation – making it more agile, adaptive, and inclusive. 

The implementation of inclusive language goes hand-in-hand with hybrid work. Whether you operate within the office or work from home, inclusive language is one of the most effective strategies to foster a happier work environment. Learn more about inclusive language here. 

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