The COVID-19 pandemic ushered in the era of flexible work models. While remote roles show signs of dwindling, hybrid arrangements appear to be gaining momentum. How can leaders use hybrid work to tap into the fullest potential of a diverse workforce?

The evolution of workplace dynamics has ushered in an era where flexible work models are now the norm. To optimize the opportunities presented, diverse leadership – and diversity-minded leadership – could play a vital role in fostering high-performing inclusive cultures that flourish in hybrid settings.

As Daniel Ek, CEO of Spotify, aptly states, “Diversity in leadership is critical to building innovative teams that challenge the status quo.” When dealing with diverse teams who are working remotely, the ‘status quo’ becomes less clear.

In the Microsoft report Great Expectations: Making Hybrid Work Work, nearly half of the leaders surveyed reported that they struggle to build relationships in hybrid environments. Understanding the needs of a diverse workforce is especially challenging when you can’t even make eye contact with them on a daily basis, which is the overarching consideration for leaders who want to promote inclusivity within hybrid work landscapes.

People from different backgrounds will face various challenges in adapting to new working environments, whether switching to remote or transitioning to hybrid. These could include connectivity issues and access to technologies, varying work-related costs, and socio-economic concerns such as on-camera calls made in employees’ private homes.

The matter is multifaceted, which is why curiosity and cultural competence are top qualities for leading virtual teams. In hybrid organizations, diversity-minded leaders collaborate closely with their teams to refine working strategies that bring out the best in each employee.

Giovana Cervi, Managing Partner at Signium Brazil says, “The global corporate landscape has been static decades when it comes to leadership styles, office set-ups, and what we expect of employees. Remote arrangements were adopted out of necessity during the Covid-19 crisis, but it shook things up just enough for us to discover that people can thrive outside of the ‘norm’. We need to tap into that potential.”

Six ways that flexible work improves DEI in an organization

“The word diversity sums it up,” says Cervi. “Simply put: people are different. Their appearances, natural abilities, learned skills, leadership styles, home life dynamics, personal values – and how they respond to remote and hybrid work demands.”

Leaders of virtual teams face the challenge of accommodating a diverse group of people while giving everyone equal opportunities to succeed. Organizations must take various DEI considerations into account when structuring their remote or hybrid teams.

1. Hybrid work and the single parent

In a recent article in Psychology Today, Dr. Atara Malach outlines how parents develop enhanced skills in prioritization, time optimization, resilience, and multi-tasking – skills that translate to efficiency within the workplace. For businesses, parents are productivity powerhouses.

However, in August 2024, U.S. Surgeon General Dr. Vivek Murthy issued a public health advisory highlighting parental stress as a serious public health concern. For single parents, hybrid work has emerged as a game-changer, offering a level of flexibility that was previously difficult to achieve in traditional office settings.

• Single parents can structure their work hours around school schedules, work from home when caring for sick children, and manage time better in general.
• Many single parents experience burnout in traditional office environments due to the constant need to juggle work and home responsibilities. Flexible work reduces these stressors, leading to higher job satisfaction and retention rates.
• Traditionally, single parents have been at a disadvantage in career progression due to rigid work structures that favor those without caregiving responsibilities. Hybrid work levels the playing field by allowing single parents to engage in professional development without compromising family commitments.
• A study by FlexJobs found that hybrid employees save an average of $6,000 per year on commuting, eating out, wardrobe costs, and childcare. This makes a significant difference for single-parent households.

2. Attracting and retaining diverse talent

Today’s organizations are finding that flexibility is not just a perk but a critical factor in appealing to top talent. By allowing employees to work remotely while still fostering in-person collaboration, hybrid work makes opportunities more accessible to a broader, more diverse workforce.

• Remote and hybrid roles remove location-based barriers to hiring, allowing companies to find the best candidate for the job.
• Combining work-life balance and in-office engagement, hybrid work models contribute to improved job satisfaction. When Microsoft formalized its hybrid model, employee satisfaction rose by 26%, and voluntary attrition dropped considerably.
• Hybrid work creates opportunities for diverse and underrepresented individuals who may have faced systemic barriers in traditional office settings. Some examples include people with disabilities, neurodivergent professionals, and LGBTQ+ employees who have faced discrimination in traditional office environments.

Cervi comments: “Traditional in-office work has some limitations, whether it’s the office facility itself that doesn’t accommodate disabilities or a culture that excludes a minority group. When leaders approach it with care and deliberation, a hybrid model can solve some of those challenges for a happier workforce.”

3. Opening doors for varying income groups

Hybrid work has revolutionized employment accessibility, especially for lower-income groups who often face financial and logistical barriers in traditional office settings. Flexible arrangements can help by lowering work-related expenses and increasing job opportunities in regions with fewer high-paying roles.

• Hybrid work helps reduce spend on gas, public transport, parking fees, and wear-and-tear.
• Lower-income employees who save on commuting can improve their quality of living by allocating their earnings to other essential needs like rent, food, and healthcare.
• Traditional in-office roles often require workers to live in or near major urban centers, where the living costs are high. Hybrid work removes this barrier, enabling people from lower-income areas to secure higher-paying jobs without relocating.
• By helping to save both money and time, hybrid work allows people to invest in professional development by pursuing education or upskilling programs outside of office hours.

4. Hybrid work for people with disabilities

Hybrid work environments allow employees with disabilities more flexibility and reduced commuting stress. However, these environments also introduce challenges, particularly when accessibility needs are not adequately addressed in home or office setups.

• Hybrid work minimizes the need for daily travel, which can be particularly taxing for individuals with mobility impairments.
• Remote work allows individuals to tailor their workspace to meet specific accessibility needs, providing more control over their comfort and productivity.
• The flexibility of hybrid schedules can help individuals manage health appointments, therapy, or other personal needs without the rigid constraints of traditional office schedules.

5. Benefits for neurodiverse individuals

Hybrid work environments, when thoughtfully implemented, create an inclusive and supportive framework that empowers neurodiverse employees to succeed.

“In the past, neurodiversity was largely misunderstood and perceived as an impairment,” says Cervi. “What we’re beginning to understand is that these individuals are capable of being high-performing employees and leaders when placed in the right setting. In many cases, the conditions that make these people different is also what makes them exceptional.”

• Remote workdays allow those who are neurodivergent to avoid overwhelming sensory stimuli often found in traditional office environments, such as bright lights, loud noises, or crowded spaces.
• Working from home enables neurodiverse employees to design their workspace to minimize distractions, leading to improved concentration and productivity.
• Hybrid schedules give employees the ability to balance remote work with in-office collaboration, allowing them to conserve energy for tasks that matter most without the total isolation of remote work.
• Neurodiverse employees often thrive with non-linear work schedules that allow them to work during their most productive times.

6. Safe working environments for LGBTQ+ employees

According to recent National Institute of Health research, LGBTQ+ people report increased feelings of stress and exhaustion when working at a workplace, compared to working at home. However, they also report experiencing a diminished sense of meaningful contribution when isolated to remote roles.

Other surveys show that nearly half of LGBTQ workers have encountered discrimination or microaggressions at work, with around 58% choosing to cover up their identity to avoid harassment.

Based on findings like these, some speculate that reducing the frequency of in-office interactions through hybrid work can help LGBTQ+ employees minimize exposure to biases and discrimination while still finding a sense of connection and purpose on in-office days. While the point is never to isolate any group of people based on their personal identity, remote work days allow LQBTQ+ individuals to demonstrate their competencies to their team members away from the prejudice they may face in the office.

For many, this is the first step toward breaking those biases and hopefully fostering more positive in-office interactions over time.

• Hybrid models limit the need for daily in-person office attendance, which can reduce instances of microaggressions or overt discrimination.
• Remote work allows employees to create personal and professional boundaries, fostering a sense of safety.
• Hybrid work environments often contribute to better mental health for LGBTQ+ employees by alleviating the stress associated with workplace biases.

How can diverse leadership and role modeling build an inclusive company culture?

Diverse leadership is essential for creating an inclusive company culture within thriving hybrid work environments. Leaders from varied backgrounds bring unique perspectives that help to address the complexities of managing hybrid teams and signal an organization’s commitment to inclusion from the top down.

Under the leadership of Satya Nadella, Microsoft demonstrated how to prioritize inclusivity by embedding people-centered principles into its organizational culture and ensuring they’re reflected at every level of decision-making​. Some of the inclusive workplace policies that Microsoft put into place include generous parental leave, flexible work arrangements, and initiatives actively promoting work-life balance.

Cervi comments: “Microsoft makes intentional decisions about inclusivity. It’s not about singling anyone out or grand gestures. Microsoft’s initiatives simply aim to create a more supportive environment for all employees.”

For leaders who wish to promote flexibility, it’s imperative to ensure that employees don’t feel isolated on remote working days. Deliberate and consistent actions can cultivate an inclusive culture within hybrid settings. According to recent McKinsey research, these could include:

• Work-life support: Providing flexibility and resources to help employees balance professional and personal responsibilities, thereby enhancing overall well-being.
• Team building: Encouraging strong relationships and collaboration among team members to create a cohesive and inclusive work environment.
• Mutual respect: Cultivating an atmosphere where all employees feel valued and respected is essential for maintaining engagement and productivity.

Hybrid models – the bridge between profit and people

Embracing hybrid work models presents a competitive advantage, but it requires a commitment to diversity and inclusion. Organizations must adopt a test-and-learn approach, continuously refining strategies to support work-life balance and inclusivity.

“The increase of return-to-office policies has created a stir in the corporate world,” says Cervi. “RTO works for many, but there will be communities of people thrown into office environments where their potential is severely inhibited. Hybrid arrangements could be the middle ground where leaders bridge the challenges of remote work and build a profitable business that offers equal opportunities to all employees.”

www.signium.com