Diversity, equity, and inclusion (DEI) in a workplace setting is a whole lot more than a human resources training program or compliance checklist. When done well, DEI is an all-encompassing value set that enriches an organization’s mission and contributes positively to the bottom line. But in the newly established world of flexible, hybrid, and remote work, DEI takes on a whole new imperative.
Consider this: More diverse organizations are 39% more likely to make higher profits, per the most recent McKinsey Diversity Matters report. From the same study, companies in the “top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians.”
Here are many other ways DEI helps a company’s business, according to DEI expert, Dr. Nika White:
- Inclusion makes a workplace inviting
- Diverse teams promote innovative workspaces
- Inclusive boards and senior leadership teams yield higher return
- Diverse teams improve customer acquisition and revenue growth
- Equity ensures more equally distributed opportunities for employees
- Inclusion leads to conscious decision making and psychological safety
But DEI isn’t exactly easy. It’s bigger than a business initiative because it’s a reflection of our collective societies, which in turn has its own DEI issues to confront. Here’s what organizations and workplace leaders need to know and how to navigate diversity, equity, and inclusion challenges at work.
Challenges of promoting DEI in hybrid work models
“Simply gauging objective measures of diversity or equity doesn’t get to the heart of the matter: the daily encounters and interactions of individual employees,” reflects Ryan Pendell, Senior Workplace Science Editor of Gallup in his post Avoid Virtue Signaling; Embrace Culture-Changing DEI Initiatives.
“We may all experience the same workplace, but that doesn’t mean we all experience the workplace in the same way,” Pendell writes. DEI is framed by employee perceptions and employee experience, so it helps to understand how people feel today. Gallup research finds:
- 75% of black employees in the US who were discriminated against in the past year say it was due to their race, compared with 42% of white employees.
- Women report higher on-the-job burnout than men, and that gap has widened since the pandemic – from a 3%-point gap in 2019 to an 8%-point gap in 2021.
- Seventeen percent of LGBT employees strongly agree that their employer cares about their well-being, 10 points lower than for non-LGBT employees.
In today’s new world of hybrid work, there are real ways to embrace DEI and some pitfalls and practices to avoid. For example, working mothers with young children may embrace a flexible work model, but might also see opportunities and promotions pass them by because they are remote. Research from Live Data Technologies finds that, of the two million employees surveyed in 2023, remote workers are 31% less likely to be promoted than those in the office.
“Hybrid work has the potential to offer a higher level of flexibility, a better work–life balance, and a more tailored employee experience,” writes McKinsey consultants in their post Hybrid Work: Making It Fit with Your Diversity, Equity, and Inclusion Strategy.
“These can have a disproportionately positive impact on diversity, equity, and inclusion efforts, as well as on performance. Hybrid work also has the potential to create an unequal playing field and to amplify in-group versus out-group dynamics, which can flip those advantages to the liabilities side of the ledger.”
Marginalized or underrepresented groups, including people of color, race, gender, binary, age, religion, physical ability and neurodiversity, may have feelings of less inclusivity in a hybrid model simply because others may physically be in the office more often.
“The hybrid work environment changes the game because now people are no longer co-located or even working at the same time and we can’t always rely on the things we typically do to foster inclusion,” said Ingrid Laman, Vice President of Advisory in the Gartner HR practice, in an interview with Dice. “We aren’t always able to physically see one another, observe how people do their work, and don’t have the same opportunities to informally connect as we would do while we are waiting in line at the cafeteria or waiting for the elevator.”
Addressing “DEI fatigue”
In hybrid work environments, many DEI leaders are experiencing burnout, a phenomenon often referred to as “DEI fatigue.” This occurs when the individuals tasked with championing diversity, equity, and inclusion feel overwhelmed by the constant need to drive cultural change, especially within organizations that lack sustained support. According to insights from Harvard Business Review, DEI leaders often face unrealistic expectations to fix deep-rooted systemic issues, resulting in exhaustion and disengagement. To combat this, organizations must prioritize long-term commitment to DEI by sharing responsibility across all leadership levels, ensuring that initiatives are not siloed but embedded into the overall business strategy. This collective ownership fosters a more inclusive workplace and reduces the burden on DEI leaders.
Key priorities for DEI in the workplace
Fostering psychological safety
This refers to the belief that one can speak up without fear of punishment or humiliation, and it is crucial for creating a supportive and inclusive workplace. When employees feel secure and confident in expressing their thoughts and concerns, they are more likely to contribute openly, leading to enhanced collaboration and innovation. Organizations can achieve this by promoting and practicing:
- Transparent communication: Organizations should establish open forums where employees can share feedback, ask questions, and voice their opinions without fear of reprisal. This requires leaders to actively listen and respond to employee input, demonstrating that their perspectives are valued.
- Establishing clear guidelines and expectations: Employees need to understand their roles, responsibilities, and the resources available to them. Clear expectations help eliminate ambiguity and reduce the anxiety that can arise from uncertainty. Additionally, providing access to training and development opportunities ensures that employees have the tools they need to excel, further enhancing their confidence and sense of belonging.
Protecting remote-working minorities
The shift towards remote work has ushered in notable benefits, including increased flexibility and the elimination of long commutes. However, it has also exposed and exacerbated pre-existing inequities, particularly in the areas of diversity, equity, and inclusion (DEI) within hybrid work settings. Employees from marginalized groups often face unique hurdles in remote environments that can significantly impact their professional experiences and career trajectories.
A paramount concern is the uneven distribution of caregiving responsibilities, which often falls disproportionately on women and people of color. Remote work can intensify these obligations, leading to increased stress and decreased productivity. As a result, these individuals may experience reduced visibility and recognition within their organizations, potentially limiting their opportunities for career advancement.
To address these issues, organizations must proactively ensure that all employees feel valued and supported, regardless of their work location.
Accessibility and reasonable accommodations
In shaping a genuine, inclusive hybrid workplace, making accessibility a cornerstone of your diversity, equity, and inclusion (DEI) strategy is crucial. It’s not just about meeting legal requirements; it’s about nurturing a space where every team member, including those with disabilities, has an equal opportunity to engage and thrive. Embracing accessible technology and software is a key step. This involves using screen readers, voice recognition tools, and other assistive technologies that enable employees with diverse abilities to shine in their roles. By integrating these tools, organizations can break down barriers and cultivate a just and inclusive workspace for all.
Other key actions organizations can take to prioritize accessibility and accommodations in hybrid work models, summarized into bullet points:
- Flexible work arrangements: Offer remote work options or flexible schedules to accommodate employees with disabilities, allowing them to manage health needs while maintaining productivity.
- Tailored job roles and tasks: Modify tasks and job roles to align with the abilities of employees, ensuring they can contribute effectively. This may involve specialized equipment or additional support services.
- Regular policy audits: Conduct consistent reviews of workplace policies to identify and address gaps that may unintentionally exclude certain employees, ensuring inclusivity across the organization.
- Comprehensive manager training: Train managers and HR professionals to understand disability-related issues, legal obligations, and best practices for providing reasonable accommodations. This promotes an inclusive and supportive culture.
- Specialized equipment and support: Provide necessary tools or technology, such as assistive devices or ergonomic setups, to help employees with disabilities perform their tasks efficiently and comfortably.
These actions ensure that organizations create an accessible and equitable work environment that supports all employees.
Inclusive leadership development
The key to triumph lies in cultivating leaders who are staunch advocates of inclusivity, ensuring every employee feels valued and enabled to reach their full potential. Honing leadership skills that prioritize empathy, cultural awareness, and a keen understanding of unconscious biases is paramount. By dedicating resources to training programs that refine these competencies, organizations can equip their leaders with the tools necessary to foster a genuinely inclusive work environment. These programs empower leaders to recognize and address the unique challenges faced by diverse teams, thereby nurturing a culture of compassion and support.
Importantly, leaders should always keep an eye on the prominence of burnout in the workplace. Signs of burnout are often associated with problems of inclusivity and perceived lack of opportunity. BCG’s survey of 11,000 workers in eight countries found a high correlation between low feelings of inclusion and burnout. Better DEI practices can address this.
Best practices for addressing DEI challenges
Successfully managing DEI in hybrid work environments requires clear protocols, regular feedback, and tailored support. Start by establishing accessible, well-defined guidelines for inclusive communication and behavior. This helps embed respect and inclusivity into the company culture.
Consistent feedback through surveys and open channels ensures all employees, particularly underrepresented groups, feel heard. This feedback allows for data-driven improvements and strengthens employee engagement.
Employee resource groups (ERGs) are key in supporting underrepresented staff. Actively support ERGs with resources and align them with company-wide DEI goals to foster change.
Finally, train leaders in unconscious bias and inclusive leadership, as their actions shape workplace culture. By investing in leadership development, organizations ensure DEI is integrated across all levels.
The future of DEI in hybrid work: Lead with an employee-first mindset
Hybrid work is changing company culture. It’s created a new culture all its own. How leaders and managers address it and help ensure fairness is no small feat — your employees are more dispersed than ever before, often globally, across different time zones and unique cultures.
Each one of us works in different ways and has different needs to be our most productive, best selves. Instead of seeing this as a challenge, organizations should celebrate diverse workforces and leverage their unique perspectives.
