Inclusion is about creating safe environments where everyone can contribute, challenge and critique without fear of judgment or reprisal.
It is a challenge. Everyone is different and allowing everyone to show that diversity requires us to treat them individually, too.
That’s not just about protected characteristics – designating prayer rooms, accessibility considerations etc. – it includes how and where people can best contribute.
Flexible, hybrid and fixed working is here. That genie is out of the bottle and whether we’re personally a fan or not doesn’t matter.
Prescribing a 100% return to the office disadvantages many groups – particularly women.
Likewise, insisting on 100% remote working might also disadvantage other groups – such as extroverts, and those new to working life. Additionally, a HBR study found that “out of sight, out of mind” cultures can develop, reducing promotion and recognition for remote workers.
If we’re genuinely serious about inclusion, understanding individual employees is paramount.
It might not be possible to make realistic adjustments (bus drivers have trouble working from home). But providing a blanket approach to working practices is the antithesis of inclusion.
