Digital Bricks Learning Trainer, Lynn Pilkington, analyses the impact of post-COVID hybrid working routines. In 2023 Lynn was appointed by the Scottish Government as Engagement, Planning and Strategy Co-Lead for the Mobility and Access Transport Committee. She is an accredited Psychological Safety facilitator, Scottish Mental Health First Aid Instructor, and has completed a Certificate of Professionalism in Innovation Practice and two CMI qualifications in Leadership and Management. Keep reading to discover more…
Hybrid work promised us a utopia of flexibility and freedom, yet the reality has been far more complex. While we imagined working from exotic locations with the wind in our hair (or the rain in our face, for those in Scotland), the truth is many of us are stuck in a cycle of costly commutes, subpar workspaces, and the ongoing challenge of unproductive video calls. Our dream of “building back better” seems more like a distant fantasy than a reality. So, has hybrid working really lived up to its hype?
Hybrid Working and Inclusivity
According to Nicolas Bloom, a Stanford Professor of Economics, the answer is a tentative yes. His research suggests that a hybrid model with two days of remote work per week does not harm productivity. In fact, it can even enhance it, with employees reporting greater happiness and output. But before we declare the hybrid experiment a success, we need to check the fine print.
Bloom’s study focused on a specific demographic: university graduates working in creative, team-oriented roles like software engineering, marketing, and finance. These positions often afford the flexibility and autonomy that make hybrid work appealing. However, this leaves a significant portion of the workforce unrepresented – those who face the most barriers to career advancement, such as people with disabilities, care-experienced individuals, and non-native English speakers.
For these workers, hybrid working has the potential to reinforce existing inequalities. Those in positions of power, who shape workplace policies, are often the least affected by these barriers, potentially overlooking the challenges faced by others. However, this shift away from traditional office environments also presents an opportunity to encourage greater inclusion.
Moving Towards Inclusion
Offices have long been a space that excluded many, particularly those with specific needs that weren’t considered in their design. Working from home, for many, offers a more comfortable, accommodating environment. Yet, the allure of trendy office perks – like hot-water taps, smoothie stations, and ping-pong tables – might not be enough to bring everyone back. The real draw should be creating inclusive spaces that cater to a diverse workforce, including considerations for various impairments, ages, maternity statuses, and neurodiverse individuals.
True inclusivity in the workplace goes beyond superficial changes like adding a lift. As Jason Slocombe, a Senior Inclusive Design Consultant, emphasises, inclusive design involves a holistic approach, considering elements such as lighting, contrast, acoustics, and signage. These factors play a crucial role in whether an office space promotes inclusion or perpetuates exclusion.
What Will the Future of Work Look Like?
It’s not just about the space itself, but also how we use it. Bruce Daisley, in his exploration of different meeting modes, argues for a careful consideration of how we structure our work interactions. Three years into the hybrid work experiment, we’re still grappling with what the “Future of Work” should look like, and it’s clear that there are no easy answers.
Humans are complex, with unique needs and challenges that intersect in myriad ways. The struggle to define the future of work is a reflection of this complexity. As we accumulate more data on workplace inequalities, we must be mindful of the diverse experiences within our workforce. The 14 years since the UK Equality Act was introduced have shown us that awareness is just the beginning. The more we learn, the more we realise how much there is left to do.
Navigating the Hybrid Learning Pit
As we navigate this hybrid learning pit, we must engage and involve our staff at every step. It’s not enough to dictate terms from the top; we need to listen, learn, and co-create solutions that work for everyone. Conducting equality impact assessments is a crucial part of this process, ensuring that our decisions promote fairness and inclusion.
In this journey, human centred leadership is key. Leaders must embrace the messiness of this transition, guiding their teams through the challenges and towards those “aha!” moments of clarity and understanding. The road to a truly inclusive working world is long and winding, but with thoughtful, person centred leadership, we can make meaningful progress.
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