This is how DEI efforts in the hybrid work model improve success and employee well-being:
conducted by Deloitte Global found that 82% of women in the U.S. feel their life has been disrupted by the pandemic and 70% of those women are concerned their career growth will be limited as a result.
And this certainly will not be the last opportunity to challenge conventions—hybrid is the just first of many transformations we will see related to the talent experience as organizations continue to implement their future of work strategies.At Deloitte, while our talent model has always required the ability to work effectively both onsite and virtually, our shift to a hybrid model is about applying even more intentionality and rigor when planning time across client sites, offices, and home.
As organizations have started to shift to a hybrid approach, I think we’ve showed more grace toward each other in authentic moments such as the dog barking, or our kids entering a video conference. We’ve become more aware and respectful of flexibility needs, and more aware of how to better include others, such as the ways in which those with physical differences benefit from virtual options.
We are encouraging in-person presence for “moments that matter” such as client labs and working sessions, apprenticeship-based training, and human connection events like team meetings. Finally, we have to actively observe, measure and track data and sentiment of our workforce to better understand DEI impacts and then be ready to adapt our approach if needed.
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