10 tips on 'How to be inclusive in a hybrid world.'
Last week I had a meeting with a great and empathic leader who sought some advice on how to maintain an inclusive culture when people are working from home. Like many others, he was concerned if he had everyone on board. And he acknowledged that this was new territory for him.
Diverse organisations with inclusive leadership who treat everyone fairly, respect one another and nurture psychological safety strengthen a sense of belonging, which is crucial not only for business and innovation but also for employee turnover. And we have seen increasing resignations, people leaving their jobs without a new one, so I understand his concern. However, how do you find your way when it feels like navigating in heavy fog?
Inclusive leadership in a hybrid world
As an inclusive leader, you can see yourself as an explorer who travels around with a curious mind, open to learning about new ways of living and working. Simply understanding where people come from broadens your perspectives. Even though most of us love to travel, a map sometimes comes in handy. Even some guidelines in a foreign culture to follow, steered by your common sense to set the right directions, can be helpful.
Therefore we have gathered various tips, targeting different areas of inclusion in a hybrid world. Whether you are a leader yourself or you are the one that is guiding the leaders from an HR position, you might be inspired:
Create a (calender-) system that ensures that you have talked ad-hoc and interacted with every team member during the week. Make sure to check in with a little leisure call - what did people do during the weekend, do they remember to take breaks during the day, are they thriving, is there anything you can do to help, are they happy?
Do you overlook those who work more remotely? Research shows that proximity bias is at play and that leaders overlook and prefer those that are physically nearby, those they connect with personally and professionally. Make sure you "see" everyone, and their different contributions, when it is time for promotion, bonus, acknowledgments, projects, etc. Suggestion: Use post-its to recognise patterns. Who do you hand over assignments to? Who do you give acknowledgment to? If you write names and categories as "remote-worker/office-worker" a pattern might occur.
“Long-term favouritism like this can break down trust and negatively impact productivity, with employees who don’t see their output adequately acknowledged having little motivation to do more than the bare minimum.” ”
Be very aware of informing everybody and include everybody when, e.g., shared decisions are to be made. Create a system, so everyone feels included in the small things typically shared over the computer screen, at the coffee machine, and those small gatherings after work. A daily check-in may be a good idea.
Encourage virtual coffee sessions between team members (or other forms of engagement). People are naturally social and need to feel included and belong to a group. Moreover, you do not want a divided group between those at the office and those working remotely. To foster a culture where people connect and socialise, brainstorm with the team, and use their ideas. It is always a good idea to ask and involve those people the decisions affect.
When you run online meetings, some tips can benefit a more inclusive culture and foster a feeling of belonging in a hybrid workplace:
Require that everyone turns on the camera if you need to be able to read the zoom room. Are people following? Do they understand where you are going? Do they show concern in their body language? (It requires more of your attention than in a physical meeting.
Invite to a short follow-up, so those who reflect on things can bring their thoughts to the table in the next call (email or what else). Then they can share those reflections they might have shared by the coffee machine or during lunch break.
Be aware of cultural differences, communication, and working styles. Consider how they might play out on an online call. This is always necessary to incorporate. However, when working hybrid, it becomes even more important to navigate through.
Last but not least:
Lead by example. Show and tell what you do to keep a healthy mind while working from home, using flexibility or setting up structures - whatever suits you. Be transparent and describe how you take breaks or get fresh air during the day.
Be clear about the company policy. Avoid misunderstandings and uncertainty about the interpretation of
We hope this somehow will inspire you to foster your own inclusive, diverse, and thriving organisational culture. Do not hesitate to contact us if you have any questions or want to talk more about how to build inclusion and diversity in your workplace.