Across the globe, the COVID-19 pandemic has had a devastating impact on working women and minorities. A study by The Fawcett Society found that a third of working mothers reported having lost work or hours due to a lack of childcare, and this rose to 44% when it came to Black, Asian and Minority Ethnic (BAME) mothers. Such impact, coupled with a surge in anti-racism movements, has driven a renewed sense of urgency into diversity and inclusion.
Yet the intention for more diverse, equitable and inclusive workplaces is nothing new. The business case is compelling; inclusive workplaces drive enhanced knowledge sharing, innovation and creativity, and as research by the Limeade Institute found, employees who feel included are 43% more committed to their organisation. But that aside, allowing all employees regardless of background, to have a voice and feel like they are a valued part of an organisation, is simply the right thing to do. Nevertheless progress is slow. Whilst the gender gap in employment rates in the UK is the lowest since it was first recorded in 1971, research by the recruitment firm Green Park found that FTSE 100 companies won’t meet targets for BAME board representation until 2066.
As with so many of the changes underway pre-pandemic, COVID-19 should be viewed as an accelerant for workplace inclusivity. Building on the new ways of working and cultures that have been adopted and largely accepted through remote working, organisations can achieve truly inclusive workplaces that embrace all backgrounds and personal circumstances. A study by the software firm VMare found that most businesses believe remote working increases the recruitment and retainment of working parents (81%), minorities (63%), and those with a disability (79%).
Technology is the key facilitator for a remote workforce, and it will be critical for organisations to embed the new tools thrust upon them through the pandemic. As companies look to future ways of working and adopt a hybrid workplace, collaboration and communication tools will enable leaders to connect their teams and foster a sense of community. As head of Workplace for Facebook, EMEA, Nazi Ul-Ghani explains. “These tools help employees connect with colleagues across the organisation and ensure everyone has the same access to colleagues, leaders, and company information regardless of their location, job role, tech set-up.”
The physical office environment will also have a vital role to play in delivering an inclusive workplace. The general consensus amongst workplace professionals is that whilst the office will remain the beating hearts of central business districts, their purpose will focus on providing opportunities for collaboration, social interaction, learning and team-building activities. Whilst that is certainly true, for many the office will also act as a sanctuary away from the distractions of home working.
For organisations, understanding the individual needs of their employees will help them design workplaces that are truly inclusive. Companies must delve into the data to really understand the demographics of their workforce and cater for them accordingly. A working parent, or a graduate living in a flat share are likely to come to the office to undertake individual focussed work and would therefore appreciate the quite space in which to do so – space that would also be favourable to introverts and those considered neurodiverse. Conversely, extroverts and those lucky enough to have a dedicated home study would relish the social interaction and collaboration opportunities provided by open plan spaces. Understanding your employees has never been more important, and as the hybrid workplace becomes increasingly adopted, organisations have a lot to benefit from undertaking employee archetyping through specialist surveys and data analytics.
At Workbox we believe people are a business’s most valuable asset, and thus creating an environment where everyone can feel included and meaningfully contribute simply makes sense. In achieving successful change, adopting the right culture, with leaders that believe in their policies and values and ‘walk the talk’ on a daily basis are essential. But if organisations can also go beyond to understand their employees and provide the tools and workspaces to cater for their needs, they may just get their even quicker.
