The hybrid work model that has come into wider use since the advent of the pandemic can help organizations with their diversity, equity and inclusion initiatives, according to a recent study.
For a
KPMG has its own hybrid model called Flex with Purpose. "The connection with the DEI space is that we're trying to make sure that our environments are ready for everyone," said Elena Richards, the U.S. firm's chief diversity, equity and inclusion officer. "Hybrid is here to stay. It's about the needs and pathways of our people. That's the spirit of what being an employer of choice is, at least for KPMG. We want to make sure we're flexing with a level of purpose, so if we're going to come in, let's come in with some level of intentionality. What's the team going to do? Make sure you communicate as a team, and support our managers so that they know how to ask the right questions. Give people enough information on what we're actually going to do and organize on that. How do you create that level of comfort where people can have conversations, no matter whether you're a partner or an associate, any part of the team, with all levels getting to work together to see what's going to work as we move forward? That's our journey."
One of the people interviewed for the report, Eric Thomas, the global DEI officer at Genesys, stressed the need to embed DEI principles into how an organization operates. "When you look at a lot of organizations, you see that everyday frameworks are not inclusive of women and folks of color," he said. "Ask yourself, what's your succession plan? Do you have two to three names of individuals ready to fill a leadership role? Still, many people never pause to think and ask, if there are no women or people of color on that list, how am I developing leadership?"
Maria Febre, head of employee belonging at Gap Inc., believes DEI should be integrated in how companies approach work. "When developing new practices, policies and programs, one key component is to have more diverse voices/people of color at the table during ideation and design to question and challenge theory and application," she said in the report. "Being intentional further upstream in the process and engaging communities of color helps assess if we are driving the employee experience/expectations we want to create."
KPMG announced plans earlier this year to
"Is it going to be more group teaming rooms?" said Richards. "Is it going to be more single offices, or ways we can collaborate in the new way of work? I think that's going to continue to evolve. How do you make the space more usable for all members of the team? Is it tech-enabled? Whether you have a part of the team that's on the screen or at their computer, or have folks onsite, that's the spirit of what we need to look at in the workplace ecosystem."
She cited the experiences of Nadine Augusta, chief DEI officer at Cushman & Wakefield. "They're a real estate organization, so it's really looking at the blueprints of other organizations, and what that's going to mean for them," said Richards. "Gone are the days when we need to have places for our shoes and heels. I don't think that's going to happen anymore. It's going to be more transient. I don't have an office. I'm not necessarily pinned to any particular office because I have the flexibility to go where I need to go, and that's really helpful."
The hybrid model is helpful for working parents who need to be able to deal with childcare while balancing their job responsibilities. Employee resource groups can be helpful in sharing experiences in a diverse workplace, whether employees are in the office or remote.
"You have the ability to participate whether you're in the New York office going to the event or participating virtually, but you're hearing the stories from some of our role models," said Richards. "We're able to distribute that across the firm or even globally, where people can participate in those conversations now. I think the ERG community helps us do that quite a bit."
Managers can relate to their staff effectively in a hybrid model and gain greater understanding of colleagues from different backgrounds.
"To me it fosters a sense of belonging, and you listen more to your people and have the opportunity to service them in other ways, to understand what are the needs along the way," said Richards. "For me that focuses on equity and connection. Not everybody is going to want to connect in the same way, so this gives us an opportunity to better understand what that might be. It's not going to be the same experience so we have to adapt a little more on the fly to what the person needs when they're in a certain situation."
