What a year it has been for diversity, equity and inclusion
Suzi Read, head of talent development for Kindred Group, explores why an inclusion-led approach should be incorporated into hybrid working policies
Diversity Wins
How can hybrid working challenge the DE&I agenda?
What is the difference between equality and equity?
What are the positive impacts of hybrid working on the DE&I agenda?
- It can create more opportunities to build equity within the organisation. Those who may choose to work remotely may do so because: the environment lends itself to them feeling more effective, be that from a neuro-diversity perspective or a simple preference; that they can distribute childcare responsibilities more easily with their spouses; that they can simply spend more quality time at home with their families.
- Organisations can also potentially attract a wider talent pool. Organisations which offer fully remote working can cast the net wider when considering talent without the need for a daily commute into the office. Several recent surveys have shown that more female candidates are attached to fully remote roles than men.
- It builds inclusive leadership capability – if done right! Organisations that take an inclusion-led approach will foster a culture of inclusive leadership capability.