Inclusive hybrid actions for organizations and managers (Tool) for organizations & managers

9 ways the c-suite and managers can work together to boost inclusive hybrid workplaces

Well into the remote work revolution, many senior leaders and managers are eager to know of the best practices to make remote work work for everyone. Employees have made it clear: creating flexible work environments is now a necessary and desirable benefit when deciding to stay at a company—or when seeking out new opportunities.

The increasing number of C-suite executives open to managing remote or hybrid teams indicates we have reached a cultural tipping point in acceptance of a more flexible future of work. To be clear, there is not a one-size-fits-all hybrid working strategy. But deciding upon less flexible, mandatory workplace models can signal that you are not committed to building an equitable and agile future of work, especially if you are not expanding access to flexibility for employees across functions and roles. Flexible work, in its various forms of schedule and location flexibility, is not only imperative for weathering disruption and change, but is also an essential pillar for supporting women, and especially women of color.

Although 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, most companies emerged from the pandemic using hybrid working models for leaders and employees, where possible. 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.