Inclusive hybrid actions for organizations and managers
8 min read
| Updated . First published .
Executive summary
Remote and hybrid teams are here to stay. According to MIT Sloan Management Review, employees have been vocal: a flexible work environment is now a necessary and desirable benefit when they are deciding to stay at a company — and when seeking out new opportunities.
Forward-looking C-suite leaders and managers can signal their commitment to building an equitable and agile future of work by expanding access to flexibility for employees across functions and roles. Flexible work, in its various forms of schedule and location flexibility, is an essential pillar for supporting women, and especially women from marginalized racial and ethnic groups and disabled women. And, it is imperative for weathering disruption and change.
But there is not a one-size-fits-all hybrid working strategy. According to Fortune, some companies have moved toward full work-from-anywhere models where employees can choose when, where, and how to work that’s best for them. Other companies are using hybrid working models. This is a paradigm shift with potential for great success if done in an inclusive, intentional manner.
The following guidelines can help C-suite leaders and managers purposefully align their actions and work together to build more inclusive hybrid workplaces where everyone can belong and thrive — regardless of their work locations or schedules.
How to cite: Inclusive hybrid actions for organizations and managers. (2025). Catalyst. (2023).
Nine inclusive actions for C-suite leaders and managers with hybrid and remote teams
Be intentional about inclusion
Demonstrate empathy
Commit to workplace flexibility
Ensure career advancement is open to everyone
Iterate on team feedback
Optimize infrastructure and technology
Activate your values and culture
Leverage employee resource groups (ERGs)
Build accountability
Takeaways
Companies have an ongoing opportunity to intentionally optimize flexible work policies and practices now and into the future. Through Catalyst’s research into hybrid best practices, we are better equipped than ever to consider the different life/work needs of workplace talent and holistically support employees in this new era of work. C-suite leaders and direct managers who intentionally align and purposefully work together can catalyze and refine successful, inclusive hybrid workplaces where everyone can belong, contribute, and thrive. And when the next disruption arrives, these agile, flexible organizations will best ensure the wellbeing of employees and the continuity of business operations.