Have you noticed a need for a more inclusive culture post COVID-19?

By Veronica Dybdal, DEI Consultant

During the pandemic, we have been given the opportunity to learn and develop at a whole new pace than we have been used to. We have seen unity, we have seen innovation - and frustration.

In addition, the pandemic has also made it more clear that there are different needs and work styles that we might need to be more inclusive about. We have come across a lot of talks about the new clarity in those who thrive with working from home, and those who hate it. The diversity in introverts versus extrovert traits are at play here. 

“We all move along the continuum of introvert and extrovert behaviours and preferences all day long." 
Patricia Weber, (NLP) Practitioner, internationally recognized expert on introverts.

There are those who have the ability to thrive in flexible working conditions (i.e. working from home and office), and as a result don't burn out because their introverted genes are being cared for. Introverts can have great social skills, but need to recharge by themselves. If the possibility for recharge isn’t there, it can affect their well-being. They might not say it out loud, but the pandemic has  potentially provided the time - for the first time ever - to recognize this need. And from that, a strong desire to keep it that way can be present.

On the other hand, others need and miss their colleagues so their extrovert personality can blossom. They need to be fed by socializing and can feel lonely if their needs aren't met. They need the inspiration and energy which they get by being around people. Or some just might need to enter the office building and glass door to get that backbone in order. These people can be very good at expressing their needs and frustrations so you hear it loud and clear.

Even though we all include both traits, or land in the middle as ambiverts, the majority are mainly extroverted people, and the working culture in corporate life is often dominated by extroverts. That's why it can be difficult to say “hey, this pandemic has shown me that it is important for me to have flexibility, or to be able to work from home a couple of days during the week”. Nevertheless, it is important to be inclusive to the extent it is possible. 

Use the momentum to create a more inclusive working-culture    
This time is good for incorporating a more inclusive culture. Use the momentum of a transition period -and holiday- to make changes that will positively impact the organization.  Be aware of your organizational culture in terms of introverts and extroverts. Does your company have a work style that considers both personality types or is it more skewed towards one personality type? Being aware of your organizational culture and employees - and adjusting accordingly can boost your business, meeting outputs, and employee well-being.

Start by being aware of the dominating culture. Who is it that sets the standard? Who is it that has not been heard or does not thrive with the current working culture? What is it that you miss out because of that?

You have to have a baseline, in order to put in some strategic moves towards a more inclusive culture in a broad sense. This can be measured in an inclusive survey. But know that this is difficult to do yourself, because of the sensitivity. There has to be an arm 's length, if you want your team members to give answers truthfully which you really can use to move the D&I needle.

The side note: remember it is important that the inclusive leadership skills are in place. But that is for another blog post.