A Hybrid Working Model and Inclusivity: The Link

Written by Luke Kitchen
Last updated Tuesday March 26 2024

Since the COVID-19 pandemic, there has been a big move in favour of hybrid work. More people are working in a hybrid work environment than ever before and this shows no sign of slowing down any time soon.

In fact, during the time dubbed the “great resignation”, many people opted to leave their jobs when asked to return to the office full time. For lots of people, a hybrid working model is now an essential criterion in their job search. 

Common reasons behind wanting to work in a hybrid way include: 

  • Reduced travel
  • Better work-life balance
  • Personalised work environment
  • Ability to manage health/disabilities around work

What is interesting is that hybrid working has also become a big part of work-based inclusivity. The hybrid working model has a lot to offer a wide range of people and it has, perhaps unexpectedly, significantly opened a lot of barriers that were pre-existing before the pandemic. Hybrid working and inclusivity now appear to go hand in hand. 

In this blog, we are going to discuss this topic a little more. We are also going to talk about how to pull it off.

What is Hybrid Working?

A hybrid working model means one which blends office and home working options. It may work in different ways in different companies, including rota-based models, hot-desking, and simply providing the option to choose.

Since the pandemic, hybrid working has been much more achievable as we had to build remote working systems during lockdown periods. Now that we have more technology and platforms to assist it, hybrid working has become a big part of how the world works. 

Check out common hybrid jobs.

What is Inclusivity?

Inclusivity means including everyone equally, regardless of who they are. An inclusive work environment is one in which all members of staff feel that they are included equally in every area of work, including: 

  • Pay and promotions
  • Working conditions
  • Contracts and hours
  • Training and development 
  • Social engagements and recreation
  • Trust and rapport

Everyone should feel equal to everyone else, even if they differ in age, race, religion, gender, identity, ability and so on. 

How is Hybrid Working Inclusive? 

Hybrid working models can be considered inclusive based on multiple factors, including:

  • Cost-effectiveness: Hybrid working models cut down on the need for relocation and commuting. This means that it can be inclusive to people from lower socioeconomic backgrounds, graduates, single parents, and so on. Having a cost-effective way of working allows a greater range of people to be able to apply for the same job. This naturally leads to more diversity in a role.
  • Adaptable environments: Working from home means that you can adapt your own working environment to what suits you. This is very inclusive for disabled people. As is the lack of commuting. It is much easier for disabled people to create a work environment that works for them and their conditions if they work from home. However, it is important to note that not every disabled person feels the same about remote work. To read more about this topic, check out this blog we wrote. 
  • Flexible working hours: It is much easier for employers to offer flexible working hours in a hybrid environment. Flexible working hours are inclusive for disabled people as it allows them to manage their condition without excess absences. Rest and breaks are also much better in this environment.

How We Can Ensure Hybrid Working is Inclusive

For this to work, we need to put the right kind of effort in. Hybrid working doesn’t become inclusive by magic. It takes an appropriate approach from management, HR, and all members of staff in any given workplace. 

These are some of the main ways in which we can ensure that our hybrid model is inclusive: 

  • Addressing the tech gap: Not everyone has the same ability and experience with the tech, and this was something found to be a problem in the first attempts at remote work. Disabled people may also need alternative and modified equipment in order to work from home. For our hybrid work to be inclusive, we need to consider and actively address this potential tech gap.
  • Keeping a virtual open door: There is, naturally, a difference in the physicalities between working at home and working in a communal space. To be inclusive employers in a hybrid model, we need to ensure that there is still that “open door” element. Employees need to know and see that they can talk to someone when needed. Virtual reminders of this such as announcements, office hours, and “available” signs are important. 
  • Promoting allyship: We need allies for inclusive home working. People in minority groups and disabled people can face potential exclusion in online meetings and group settings. They might be spoken over, intentionally or unintentionally, and they might be left out. This can happen without anyone noticing. To combat this, we need to make sure that we are encouraging and monitoring allyship and facilitation in the workplace. Accessibility is everyone’s job. 
  • Monitoring EDI and publishing results: To make sure everything is going as it should, we need to be monitoring EDI and publishing results. Nothing should be swept under the carpet simply because we can’t see each other every day. 

What to Do Next

Inclusivity is a great benefit of hybrid working but it isn’t always as present as it should be. We need to work hard to ensure this inclusion continues even when we are in separate houses. 

For employers, learning more about disability-friendly inclusion is a wonderful next step. If you want to be truly inclusive, we can help you do so at Careers with Disabilities

We have a range of services for employers that can help you on your EDI journey. We can also help you post and advertise any hybrid and remote roles you have directly to the people looking for them on our live job board. 

Inclusion is the future, as is hybrid working. So, get involved today!

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Last Updated: Tuesday March 26 2024

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