Hybrid - a massive opportunity for Diversity! (equity & Inclusion)
Culture AMP’s recent report identified people think their company VALUES diversity, more than it does BUILDING diverse teams.
Which tells us there’s a bit of a disconnect somewhere, because we recruit people to participate in teams.
Is it a Matter of History?
Whilst everyone acknowledges recruiting under-represented talent is the right thing to do, it’s fair to say, not everyone has historically understood why companies have been focussed on attracting (diverse) under-represented talent.
In addition, we’ve approached building diversity in organisations by celebrating diverse identities in many variations. And there’s no doubt we’ve created more friendly and open cultures as a result.
But that hasn’t consistently translated into how we maximise the impact of what is actually our most valuable talent.
Why do Organisations Value Diversity?
From a business point of view, essentially it’s because of critical and valuable key performance factors, (which you’ll achieve so long as you have an Inclusive Culture as well)
10x Innovation
6 x Customer Connection
4 x Wellbeing
10 x Employee Engagement*
Which actually means, it’s your DIVERSE (under-represented) talent which has the potential to offer your team the MOST value, BECAUSE of their differences, not DESPITE them.
How does Hybrid Help?
The Hybrid Workplace has the ability to fast track your DEI agenda and your team performance for the following reasons:
1. it’s often under-represented talent who appreciate the flexibility of hybrid the most:
Often because they live further away from main centres of employment due to a lack of accumulated family wealth, because they’re carers or because it’s genuinely exhausting to show up 5 days a week and put on your best ‘game face’ – when it has to be carefully manicured (either literally or figuratively), to increase your acceptance by others.
The ‘covering’ that’s required to achieve that outcome, requires energy and increases exhaustion, lowers wellbeing and reduces belonging – which impacts performance and an individual’s ability to thrive.
2. by creating an environment which caters to the physical and psychological needs of everyone equally: (which is what High Performance Hybrid Workplaces are)
you have the ability to retain the diverse or under-represented talent you already have, and
potentially attract even more of it – which could be handy if the Great Resignation comes to fruition as many believe it will.
3. it’s your under-represented talent who are at most risk of leaving:
it’s more likely than ever, they’ll be able to meet their needs in other more flexible workplaces, with cultures which enable them to experience higher degrees of belonging.
Why Now?
The beginning of a new year is the ideal time to have a team conversation about creating an environment in your team, that embraces everyone equally.
How?
The very nature of High Performance Hybrid Workplaces is that they are somewhat fluid and flexible, based on the changing needs of the work, customers, team member schedules, and the team’s desired culture.
To enable a conscious and curious conversation I suggest the following:
Convening the team to agree goals and priorities for 2022;
Clarify what flexibility looks like for you and your team;
Decide how you’re going to hold each other accountable;
Understand individual concerns and how you’ll mitigate the risks involved with hybrid and maximise the benefits.
There’s always the opportunity to trial different approaches until you find the one which works best for you and your team.
Meet everyone equally where they are at!
Different stakeholders typically have different concerns and needs - get them all out on the table and establish some guidelines and guardrails to manage them.
For senior leaders it’s often the dilution of culture.
For team members it might be the impact of proximity bias on the allocation of high value assignments, promotions, pay etc…
For some it might be maintaining connection, for others it might be finding quiet time to consolidate.
The key is to mitigate the risks and maximise the benefits of The Hybrid WorkPlace
Capitalise on the Opportunity Hybrid Presents
With the coming of age of the Hybrid Workplace, there’s a massive opportunity to capitalise on today’s commercial and social landscape and create environments that increase performance because of your diversity not despite it.
At I LEAD Consulting we enable diverse teams, Inclusive Leaders and Collective Cultures to achieve the highest degree of performance and impact.
PRACTICE INCLUSION | EMBRACE DIVERSITY | ACTIVATE ALLIES
*Diversity Council Australia
