How can you create an inclusive hybrid work environment?

Cultivate a workplace ethos that cherishes diverse viewpoints, ensuring every team member feels heard and acknowledged regardless of their location. Also, consistently evaluate and refine policies and procedures to meet evolving requirements. It also needs to foster a collective sense of belonging among all team members by regular check-ins and team activity.

To foster an inclusive hybrid work environment, prioritize open communication, ensure equitable access to resources, establish flexible work policies, and encourage diverse perspectives. Implement inclusive virtual collaboration tools, offer training on diversity and inclusion, and actively seek feedback from employees to address concerns and refine policies. Cultivate a culture that values individual contributions, regardless of location, and promotes a sense of belonging for all team members.

In my experience, open communication is best. If management isn't open to your ideas, then there's room for discussion in the future. Hasty decisions are never a good idea. Always weigh your options and NEVER burn bridges! :)

Make sure that everyone knows what is expected of them in terms of time in the office, days, start time, lunch hours, finish time and communications. Clear task definitions, who is responsible and the process is essential for hybrid working!

I think that its easier said than done, when we first transitioned to working in a hybrid environment to this day we've seen more now than ever the level of humanity that we must now share. So having clear goals, outcomes, timelines, tools, protocols and communication channels are great but they can only be great if you are able to show up as a human when necessary. I've seen far too many times when executives value protocol over humanity,

Communication and expectations are key. What are the company expectations, managers, and team expectations you must break this down? Companies must also ensure their hybrid employees have the proper tools to succeed including taking into consideration meetings and meeting times. No one can assume someone has the information on how will develop programs that make sense for those who need to use them. The biggest key is to not only have group meetings but have smaller team meetings and have time set aside for private Q&A and check-ins. You must create a culture that allows people to speak up this is for all employees hybrid or in-house. You must not pit them against each other and ensure that each brings a needed skill to the team.

In our department, we rely on Teams for updates, ensuring transparency with weekly and monthly emails. Using Teams fosters open communication and transparency. For instance, campus-wide Zoom meetings share updates quarterly, ensuring all staff stay informed, regardless of location or role. Regular updates and open dialogue promote trust and work-life balance. Recognizing and appreciating each staff member's contributions reinforces inclusivity and equity.

Building a sense of tribe is important because it fosters a culture of connection, community and collaboration, regardless of location. In a hybrid setting requires intentional effort and strategies tailored to the unique dynamics of your team, so communication is key. That means regular check-ins and team meetings to keep everyone updated. Leveraging the different platforms you have available in your company yo stay connected.

Communication guidelines on which channels to use, customer and team response times and making sure there's adequate 1-2-1 time in the calendar help hybrid teams thrive without digital overwhelm.

Para mí, comunicarme con frecuencia y eficacia es fundamental para construir confianza y seguridad psicológica en el equipo. Esta práctica ayuda a las personas a sentirse cómodas para expresar sus ideas, hacer preguntas y cometer errores sin miedo al juicio. Al generar este ambiente de confianza, se fomenta la colaboración y el flujo natural de trabajo, lo que nos permite alcanzar nuestras metas de manera más efectiva y satisfactoria.

Not everyone can get to the office every day so set specific time aside for team building and bonding experiences everyone can join in on.

One of my favorite ways to collaborate in a social way was a weekly white board. Knowing that teams were in the office on various days of the week, the Chief of Staff would start the week with a question and throughout the week various members of the team would answer and affirm the answers of others. By the end of the week she would take a picture and post it to the slack, it was a great way to stay engaged with other members of the team!

One thing I've found helpful is still carving out that time to create meaningful conversations that spark ideas, build work relationships, and create that open door policy of sorts. Just as spontaneous conversations happened in office, so too do you have to foster that environment virtually.

With any collaborative work and innovation, it's important to check the tech is compatible with whatever technical assistance employees might also be using for their disability.

Para promover la colaboración y la innovación en el entorno de trabajo, es crucial fomentar un ambiente donde las ideas sean valoradas y donde se sientan seguros para compartir sus conocimientos. Esto se puede lograr mediante la creación de espacios abiertos para la discusión y el intercambio de ideas, así como la implementación de herramientas colaborativas que faciliten la comunicación y la colaboración entre los miembros del equipo. Además, es importante reconocer y recompensar la creatividad y el trabajo en equipo, para motivar a los empleados a pensar de manera innovadora y a contribuir activamente al éxito de la organización

The key message here is that equality doesn't mean treating everyone in the same way. It's essential to find out what employees need to thrive in their work and treat people as the individuals they are. Some people would thrive working from home 4 days a week, and others might be much better working only 1 day a week. Building relationships, having regular feedback and promoting flexibility will help companies find what works best for each employee.

If it’s an international company or crosses time zones, consider scheduling events and meetings at different times. Consider a rotation schedule or offer more than one time slot. Also consider using different mediums. Not all employees use or have the same access to platforms. For instance, putting a recording on the intranet that only corporate employees use creates a barrier for employees who work in warehouses or retail. Meet people where they are.

Creating a successful hybrid work environment is an ongoing process. Here are some tips I find useful: 1. Tech -Investing in reliable communication platforms that actually work is key. Instant messaging that doesn't lag, and collaboration software. 2. Communication: - Create clear guidelines for communication, scheduling, meeting etiquette, and expectations for both remote and in-office employees. Foster inclusivity: Ensure equal opportunities and participation for all employees, regardless of location. We're all figuring out this hybrid thing as we go So remember, be kind to yourself and others. A little grace goes a long way in building a happy and productive team.

In one word: enablement. Inclusivity at the workplace entails the effort to create structures and processes that allow each individual to engage in the company to the best of their abilities. In a hybrid environment, this means implementing work solutions (e.g. equipment, covering travel costs, etc.) that can be applied to each work set-up. Be it at home, in a coworking space, or at the office, inclusive hybrid work environments cater to individual needs in any place, at any time. Clear communication through modern technological infrastructures, flexible work schedules, and regular check-in sessions can help sustain such an environment effectively.

By supporting flexibility and well-being in your hybrid team, you not only promote a healthier and happier work environment but also enhance productivity and collaboration among team members.

By providing means for your employees to share their diverse needs and any reasonable adjustments they may need at home. It’s important to create an environment of trust and psychological safety so that team members feel more comfortable sharing their specific needs.I.e. People with chronic illnesses may need adjustment to their hours while working from home, when experiencing flare ups or low moods.

In addition to leaning into flexibility, I think it’s important to recognize the diversity in the needs and desires for hybrid work. As a mother, I value my work-from-home days, because I am able to be productive in my most comfortable state. Yes, sometimes that includes cooking dinner or washing laundry during a staff meeting. In other arenas of my life, this type of juggling/balance act is acceptable. Employer’s releasing the need to surveil their staff is the true problem, and that is not on staffers. Furthermore, Black and minority households tend to carry compounded social and cultural responsibilities, like caring for multiple children in the family or taking care of the elders, for example.

Keep in mind that "diversity and inclusion" isn't a genuine mantra if it's narrowly focused on what has unfortunately turned into tokenization. True DEI means accepting that different people have different styles of communicating. Some people are quite introverted. That means being thoughtful about creating space for them to express themselves in a way they feel comfortable. Some people are extroverted and opinionated. That means teaching everyone else to *listen* differently, and not instructing the extrovert to be someone they're not. Inclusion means including everyone and understanding that our differences enhance our individual strengths.

Two things stand out for me: Technology Accessibility - Ensuring that the technology used for virtual collaboration is accessible to all employees. This includes considering different time zones, providing training, providing ASL, captioning, visual descriptions, accessible presentation slides shared in advance, and addressing any connectivity issues. Inclusive Meetings - Making meetings inclusive by incorporating both in-person and virtual participation options. Share the agenda prior to the meeting, encourage all team members to contribute, and be mindful of diverse perspectives, style of communication, and personalities.

Hybrid working is inclusive if you're supporting the team whilst they're working from home, too. Do they have the right set-up? A good connection? Do they have a quiet space where they can work un-disturbed?

By not practicing “presentism” and making default assumption about how good someone is by believing that the best employees want to come into the office. This is an easy trap to fall into because most managers didn’t grow into management in a hybrid environment so we need to guard against unconscious bias towards those who chose to split their time between working in the office and elsewhere.

The practical application of equity is required to achieve a genuinely inclusive hybrid work environment. This includes the awareness of and planning for gaps that may exist among employees. An in-person work environment's physical structure and tangible resources may help level the playing field for success. However, they can simultaneously mask the inequities that exist. Conversely, while a remote work environment may allow for greater flexibility, some team members might experience more significant challenges around participation. Consequently, to achieve a truly inclusive workplace, employers should understand their employees' unique personalities and personal life needs and then provide the tools and resources to ensure success.

Some people work better at different times in the day, I know some who are sending emails as early as 5 AM, and some who don't clock in until 11AM. I think that as work has become more flexible, workers have found a rhythm that works for them and we as managers should try to honor that as much as possible.

Quiet employees in meetings may be deep thinkers processing information rather than disengaged. It's important to recognize and value diverse communication styles. Encourage participation through various means like written input or smaller group discussions. Create a culture where all voices are heard, appreciating the contributions of those who may express themselves differently. Additionally, consider providing opportunities for quieter individuals to share their thoughts after the meeting, ensuring their insights are considered.

Es crucial destacar la importancia de mantener un equilibrio saludable entre el teletrabajo y la vida personal, especialmente para aquellos que trabajan principalmente desde casa. Como alguien que ha experimentado esto de primera mano, puedo compartir cómo el teletrabajo puede difuminar los límites entre el trabajo y el hogar, lo que puede dificultar desconectar y dedicar tiempo a actividades personales y familiares. Es fundamental establecer límites claros y comunicarlos con el entorno, tanto laboral como familiar. Esto puede implicar establecer un horario de trabajo definido, crear un espacio de trabajo dedicado y comunicar a la familia y amigos cuándo estás disponible para trabajar y cuándo necesitas tiempo para ti mismo.