Promoting Equity in Hybrid Environments
Luke Smith is a writer and researcher turned blogger. Since finishing college he has been trying his hand at being a freelance writer. He enjoys writing on a variety of topics but technology and digital marketing topics are his favorite. When he isn’t writing you can find him traveling, hiking, or gaming.
Diversity, equity, and inclusion. These three words mean so much to employers striving for a workplace rooted in support, integrity, acceptance, and appreciation. Prioritizing DEI and creating such a workplace becomes even more challenging in a hybrid work environment.
There are many reasons why. And we’ll discuss some below because promoting a more equitable hybrid workplace starts with understanding what’s making it hard to create one in the first place.
Now, on to four equity concerns specific to hybrid work environments and how to best address them.
Technology Access and Literacy Isn’t the Same Across the Board
Technology fuels hybrid work environments. But as much as it can be the most significant element, it can also be why equity is lacking in this work model.
For example, most businesses hiring for a hybrid position are looking for someone with high technical ability, and who is already familiar with the equipment to make remote work successful.
But by doing this, they discount individuals with the talent and ability but simply who need additional support, whether that’s training to improve their tech literacy or access to tools like a reliable internet service.
To make hybrid work more equitable, you must understand each employee’s technology literacy and access to give them what they need to improve. So, let’s say an employee’s tech literacy is beginner-level at best. In this case, implement training that helps them master the basics, like accessing and using your specific software, requesting e-signatures on PDFs and other important documents, and securely storing and accessing items online.
There’s a Difference in How DEI is Promoted in Hybrid Environments
For businesses that do take DEI seriously, there’s no shortage of displaying their commitment to it. From hiring a diverse workforce to strategic training programs to conversations about improving DEI, there’s so much done to support a truly fair and just workplace.
But much of these efforts are facilitated in the office. Many businesses neglect to promote DEI in hybrid environments as they do in the office. There’s so much to getting a hybrid work model off the ground that DEI can end up taking a backseat.
And when it’s finally moved to the front, you’re playing catch up, trying to get your in-office DEI commitments to reflect in your hybrid environment. As a result, your efforts come off as inauthentic and an afterthought.
Promoting equity in hybrid environments means introducing your DEI policies and commitments from the beginning when an employee agrees to this work model.
It also means treating your in-office environment the same as your remote one. No matter where someone works, your DEI guidelines and pledges remain the same. So anything introduced in the office should be introduced to your remote team. Any DEI-related incidents should be discussed with everyone. You get the picture.
To make hybrid work more equitable, you must understand each employee’s technology literacy and access to give them what they need to improve.
LUKE SMITH
Training and Development Opportunities Lack
Unfortunately, in many businesses, there’s a noticeable difference between the training and development opportunities for employees that work solely in-office and those that work hybrid schedules.
This could be because the budget for training and development is far too thin to spread across both environments. It could be because a lot of training and development happens spontaneously, and that’s much more likely to occur in the office. Or it could be because there are so many different learning styles to accommodate that it’s hard to support everyone equally.
Even with the above reasons, training and development can’t be lacking in a hybrid workplace if the goal is equity. All your employees deserve opportunities to advance regardless of where they’re working.
You may not be able to present the same training opportunities as you do for in-office workers, but you can offer just as many.
For example, promote training programs employees can complete entirely online. Share mentorship opportunities and make this experience hybrid as well, with a combination of in-person meetings and online education. And always notify hybrid employees of open positions.
Hybrid Environments Can Inspire An Imbalanced Office Environment
Hybrid environments can make the workplace a bit unbalanced. Think about it. There are certain types of people more likely to gravitate toward hybrid work than others, like:
- Working parents
- Those without financial stability
- Individuals living with a disability
- Workers with less reliable transportation
- People caring for chronically-ill family members
- Individuals living with mental health conditions
If all of these people are working from home half the time, that leaves individuals living without these challenges to fill the office the majority of the time, creating an imbalanced office environment.
In addition, businesses may not admit it outright, but employees that spend more time in the office tend to get better opportunities than those that don’t, furthering inequity and imbalance. They get to interact with leadership more and are typically the first people to catch wind of an advancement opportunity.
We agree with Montclair State University when they say, “It’s important for HR management to be thoughtful and consider how remote work can worsen these existing challenges around workplace equity.” Not just HR but the entire leadership suite.
For more equity, do your best to get different types of employees to engage in your hybrid work model. In other words, get those who would typically work solely in-office to participate in hybrid work and get those who would generally work more remotely to visit the office more often.
Having a range of employees engaging in hybrid work makes it more successful and easier to get feedback on how to improve it to accommodate varying needs.
Also, make sure all opportunities are accessible to your hybrid workforce. Give them ample face time with leadership. And be sure that they hear about advancement opportunities at the same time as everyone else.
Although we have a ways to go regarding ensuring equity in hybrid workplaces, understanding what’s preventing us from getting there and sidestepping it with the tips above will bring us closer.
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