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Rowena Hennigan discusses how Diversity and Inclusion expert, Stephen Frost, sums up an approach based on three steps:
The first is to “intervene intelligently” by carefully thinking through what kind of culture a business desires, and how different working approaches could support this goal.
Then, focusing on output and what the organisation is trying to achieve, evaluating how hybrid working might help and how best to incentivise any behavioral change required.
And finally, using data to analyse and measure the impact of working from home on different demographics in areas such as pay and progression, so that action can be taken should disparities arise. As Rowena Hennigan says, “effective remote work operations are iterative, evolving and always striving for improvement, a great example of innovation in action.”
Coupled with a fear of exclusion is a fear of burnout and mental health problems; 42% of our sample are concerned about digital exhaustion and mental health. Forty percent are concerned about a loss of corporate/ workplace culture. Supporting the needs of individual employees and ensuring inclusion at every step is vital. Employers have invested heavily in wellbeing programmes to this effect much more than ever before. As Paul Gilbride says, “One of the most fundamental pieces of innovation in companies right now is around wellbeing.”
Wellbeing and mental health need to be an integral part of company culture
