Many executives across the globe are feeling the effects of a recent pivot to hybrid work models. This massive transition represents a significant departure from existing office culture. As business leaders look to operationalize their flexible work model infrastructure, they’re also evaluating what it takes to attract and retain employees in this new landscape. Instead of seeing these as separate initiatives, business leaders have a unique opportunity to collectively overhaul corporate culture, focusing on hybrid work and diversity, equity, and inclusion (DEI) strategies in tandem.

Combining DEI and hybrid work strategies provides a more inclusive culture

Focusing on diversity, equity, and inclusion doesn’t mean business leaders are offering an underrepresented individual a specific role or platform because they fit a certain demographic category. Lack of job quality criteria leads to animosity and cultural inequality. Here, diversity means creating a meritocracy with equal pay and equal opportunity for all.

Organizations that thoughtfully combine DEI and hybrid work strategies will produce cultures that improve employee experience and business agility. Integrated DEI and hybrid workplace support better business outcomes by:

Increasing the total available talent pool. A business must cast a wide net for candidates by expanding how and where it searches. Adding a flexible work schedule policy expands potential talent by allowing parents, caregivers, and others to select the hours that work best for their family obligations. Remote work also holds a higher priority in job seekers’ desires. For example, a FlexJobs survey revealed that 24% of workers say the ability to work from home is so important to them that they are willing to take a 10-20% pay cut to work remotely, and 21% would give up some vacation time.

Creating a more inclusive culture. Job seekers want to work for companies that prioritize DEI. According to a recent CNBC and SurveyMonkey Workforce survey, nearly 80% of workers say that they want to work for a company that values diversity, equity, and inclusion. A DEI-centric work culture allows job seekers to feel like there’s a place for them.

Fostering innovation and profitability with broader perspectives. In general, diversity and inclusion promotes the expression of ideas from people with different backgrounds, leading to breakthroughs in creativity, innovation, and attracting new customers. Workplace DEI programs create an employee base that closely mirrors a customer base. A diverse team is less likely to miss potential market opportunities if representative of a broad range of ethnicity, race, age, assigned sex, and socioeconomic backgrounds. A 2020 McKinsey analysis found that companies in the top quartile for ethnic and cultural diversity on executive teams were 36% more likely to have above-average profitability than companies in the fourth quartile.

Hybrid work should not derail DEI efforts

While there are numerous benefits to integrating DEI and hybrid work strategies, it would be naive to think it won’t bring challenges. Businesses run the risk of creating new inequities and exacerbating existing ones as they move to hybrid models. One potential issue lies in which employees can work remotely. An HBR article shared how pre-Covid less than 30% of all workers could work from home; only 16% of Latinx workers and 19% of Black workers had remote flexibility, compared to 37% of Asian workers and 30% of white workers.

Even for employees who can work remotely, it’s essential to eliminate “proximity bias.” A study by SHRM found that 67% of surveyed supervisors admitted to considering remote workers more easily replaceable than onsite workers at their organization. Additionally, 72% said they would prefer all of their teams to be working in the office.

A successful hybrid environment strikes a balance between flexibility and inclusivity where individuals feel valued, and everyone has equal opportunities for advancement. In another study, researchers concluded that remote workers and office workers were promoted at the same rate, but found that remote workers’ salaries grew more slowly. Leading companies recognize that physically being at the office full-time isn’t necessary to produce great results.

8 steps to creating a diverse hybrid work culture

As DEI becomes a new business imperative, organizations must work to minimize unconscious bias, creating market-based salaries for all workers, and introducing educational programs that support talent development. Here are some concrete steps you can take to get started.

• Educate current and future leaders on DEI and hybrid work issues. As you build hybrid work strategies, it’s crucial to discover and understand unconscious biases. According to Deloitte, companies need a holistic DEI learning strategy, including unconscious bias training and developing the conditions for long-term behavior changes.
• Embrace tools that support DEI and hybrid workplaces. Organizations can leverage technology and AI-enabled HR software to support their efforts. Collaboration tools provide everyone with a voice regardless of where they are (for example, using Spaces for team chats in Google Workspace so that everyone has access to the same information). Video call features such as transcriptions and translation can help the hearing-and-vision-impaired and employees who speak different languages. It’s also possible to purchase recruiting solutions with AI technology to reduce the chance of bias or discrimination when reviewing candidates.
• Strengthen culture by marrying DEI with meritocracy. There should also be explicit guidelines to ensure the systems and processes for hiring and promoting individuals are both transparent and equitable. One method for accomplishing this goal is to define detailed job requirements and metrics per role to understand what skills are associated with specific functions. It’s also essential to ensure you’ve designed these processes in a way that screens out bias. Leading companies will deploy analytics tools to evaluate the systems’ fairness and track if the systems are progressing against diversity targets.
• Create upskilling programs to train employees. Many organizations struggle to find talent with the right skill sets. One solution to this problem is to invest in educating existing employees. Companies must develop diverse talent at every level to create a pipeline of candidates that progresses into senior management. Similar to the way companies offered management training programs to college graduates, organizations should design programs that provide skills enhancement for entry and mid-level employees. Almost every job will require a certain level of technical skill—organizations must upskill existing talent.
• Restructure compensation before employees leave. It’s easier to retain an employee than to onboard and train a new hire. According to the Atlanta Federal Reserve Bank’s wage growth tracker, wages for people who have switched jobs have outpaced those who’ve stayed at one employer since 2011. One way to retain talent is to right-size salaries to a competitive market rate.
• Remember that money isn’t everything. While individuals may switch jobs for money, they often stay in a position for the culture. Creating a leading employee experience helps organizations keep talent. Work from home programs, flexible work schedules, and advanced programs such as childcare benefits help build the foundation. But increasingly, individuals are looking for a sense of belonging. According to research from McKinsey, employees who feel included are three times more likely to report being excited about working for their organization and committed to its success. Another McKinsey report focusing on attrition shows that employees primarily leave companies because they don’t feel valued or don’t have a sense of belonging.
• Don’t forget to commit the resources. Most organizations built their cultures before DEI and hybrid work were requirements. These companies must invest in new work tools and educational programs, and create new hiring and talent management practices. A business can make a more significant impact with fewer resources by ensuring purchases and processes support flexible and inclusive work cultures.
• Make sure actions are backed up with DEI transparency measurements. The pressure to support DEI could lead to situations where activities are celebrated over results. While it’s not easy to be vulnerable and transparent about where the problems exist, employers should take stock of where they are today. They should present this authentically, create goals for the future, and design a measurable action plan to track its progress. With so many variables and unknowns, it’s crucial for talent leaders to track the way that hybrid work and DEI efforts advance.

Diversity should be part of your efforts because it’s the culture you want to create. However, ignoring diversity efforts can also come with ramifications. For example, Goldman Sachs announced in 2021 that the firm would only underwrite IPOs in the United States and Europe for companies with at least two diverse board members. Meanwhile, the U.S. Securities and Exchange Commission adopted new rules this summer that require Nasdaq-listed companies to have at least two diverse directors – including one woman and at least one member of an underrepresented community.

In order for the benefits of diversity to emerge in the workplace, companies need to enact cultural and behavioral change. As stated in the ICSM report, “Never become too comfortable with your efforts, as there is always room for improvement with diversity at your organization, whether you see it or not.” It’s clear that what organizations have done to attract talent in the past isn’t resonating the same way today. A diverse workforce delivers better ideas and stronger communities, building deeper relationships with customers along the way. Moving forward, it’s expected that a company’s investment in a diverse, inclusive, and hybrid work culture will set it apart from its competition, leading to increased business agility and better financial outcomes.

When your business is rapidly adding new employees, expanding to new countries, and always focused on staying ahead of the competition, you have to take a hard look at the tools that are slowing you down—and swap them out for better ones that can keep pace with the company. We’re expanding YoungCapital in Germany, which means more offices, more people, and more technology to make the business run smoothly. 

As we scale, Google Cloud tools like Chromebooks and G Suite help us grow our business efficiently. They free us up from sluggish, time-intensive technology that’s hard to maintain and repair, and give us the freedom to work together in faster, smarter ways.

Free from hours of device setup. Some months, there are as many as 40 new employees starting at YoungCapital—and as we continue to expand that number will continue to rise, especially now that we’ve opened three new offices in Germany. With our old Windows desktops, setting up new computers could take up to an hour per employee (which can add up to about 40 hours a month for IT). Today, using Chrome Enterprise tools, it takes about five minutes to get an Acer Spin or Pixelbook ready to hand off to a new hire—saving us more than three months per year of device setup time.

Free from VPNs. Our previous Windows machines required a complicated virtual private network (VPN) for accessing corporate files outside of the office. Using a VPN was complicated for our employees because the software wasn’t intuitive; if an employee had trouble signing into the VPN while at home or traveling, they could not log in and work as quickly as they needed to. With Chromebooks, all you need is an online connection to sign into G Suite to access files and work from anywhere. 

From our perspective, Chromebooks are resistant to threats like ransomware and phishing attacks, giving us confidence that our data can stay secure. With Chrome Enterprise Upgrade, our IT admins can strengthen security even further: for example, by enabling advanced security features that help block vulnerabilities, locking down lost or stolen devices right away, and setting device security policies in the cloud so devices everywhere are safer. 

Free from infrastructure. We used to have to invest in servers, and then add more time and money to keep them running. Now we don’t have to run the business on infrastructure or hire people to maintain it—we can just use Google’s cloud. NextNovate is helping us make the most of Google Cloud Platform, like integrating some of our proprietary applications with G Suite and building our own add-ons. For example, we created a button for Gmail that connects to our job candidate database; when candidates email us, we can click on the button and see their profiles and work experience. 

Free from multiple passwords and logins. Chrome Browser and G Suite with single sign-provider SAML are the portal to all the productivity apps our employees need. Once people log in to G Suite, they don’t have to remember a bunch of other user names and passwords. The IT team loves it too, because we don’t have to spend hours zeroing out passwords and creating new ones.

Free to manage cross-country devices easily in the cloud. Our four-person IT support team, which keeps our systems humming, hasn’t grown, even though we’ve doubled the number of employees. When we were on Windows devices, we fielded roughly 1,800 IT support requests every month. Now we get about 1,300 requests a month, from a much bigger employee base. This translates to nearly 30% fewer requests for our lean support team, which reduces their workload significantly even though we have roughly 20% more employees—all made possible with Chrome Enterprise. 

Being free of slow, high-maintenance technology doesn’t just make the IT department happy—people are actually changing how they work. They no longer send files to each other by email or struggle to keep track of versions; they store everything in Google Drive and work together in Google Docs on a single document at the same time. And instead of traveling to other offices, connecting with each other in video conferences on Hangouts Meet has become a completely natural way to do business.

With Chromebooks and G Suite, we’re ready for anything: more new markets, more employees, and more-flexible ways to work together and shake up the staffing industry.

Over the past year, Google Workspace rapidly evolved to meet the needs of users as we collectively grappled with remote and hybrid work. First, we launched Google Workspace to commercial customers, which brought together the powerful individual apps people know and love into a single, integrated solution. Then we made Google Workspace available to nonprofits, governments, and schools. And in June, we brought the power of Google Workspace to everyone, enabling more than 3 billion users to transform the way they connect, create, and collaborate. To extend these experiences further, we’ve seen a stunning 4.8 billion apps installed in Google Workspace to date. We’re excited to see so many users personalize their experience by adding third-party apps or by building their own to create a more powerful engine for productivity and collaboration. 

As we celebrate the more than 5,300 public apps in the Google Workspace Marketplace that provide users with the opportunity to extend their experience, we’re increasing our investment in the underlying platform. Developers have been able to build applications that integrate with Gmail, Drive, and Docs for years. And today, we’re announcing significant enhancements to the Google Workspace platform by making it just as easy for developers to build applications and integrate with Google Meet, Chat and Spaces.

We’re releasing a new Jira integration for Google Chat and Spaces. This integration enables users to create new tickets quickly, see actionable previews, and monitor issues as they come into the space they’re already using for collaboration. 

“Modern work requires people to switch contexts and tools faster than ever before. We believe an open ecosystem and tight integrations among the tools that users rely on every day is vital to their success. Since 2017, our Trello integration with Gmail has been installed by more than 7 million people. Today, we are excited to build on the partnership between Atlassian and Google to propel work collaboration further with the integration of Jira with Google Chat and Spaces,” said Joff Redfern, Chief Product Officer, Atlassian.

As work continues to evolve, we’re especially committed to the concept of collaboration equity: the ability for everyone to participate and drive impact no matter their location, technical ability, language preference, or device. Carrefour Property – Carmila is evolving how they innovate by connecting frontline workers to those in the office with our no-code development platform AppSheet. For example, after discovering a problem, onsite managers previously had to send an email, enter data into a spreadsheet, and sometimes attend a meeting to explain the issue. Now, with AppSheet, they can simply input the data on their phone in a single step, and the team back at headquarters can see and act on the issue while also tracking all the other issues being reported from other locations.

We continue to empower frontline workers and IT teams alike, bringing more flexibility into Google Workspace by integrating AppSheet into Gmail. This new integration allows anyone—regardless of their coding experience—to reclaim time with custom, no-code apps and automations. Budgets and vacation requests can be approved, inventories and asset management systems can be updated, and much more—all with AppSheet and directly from your inbox. 

New investments in security 

As we continue to deliver delightful new experiences for users, we are keeping security at the forefront; it’s infused in every layer of our product design so that customers have the flexibility and trust needed to operate in a secure environment. To build on this commitment, we’re announcing Google’s new Work Safer offering to help organizations, their employees, and partners collaborate and communicate securely and privately in today’s hybrid work environment. Work Safer will provide companies with access to best-in-class security for email, meetings, and messages, documents, and more. It uniquely brings together the cloud-native, zero-trust solutions of Google Workspace with industry-leading solutions from across Google and its cybersecurity partners, CrowdStrike and Palo Alto Networks. 

To further strengthen security and privacy across the Google Workspace platform, we’re also announcing four key new capabilities: 

1. In June, we announced that Client-side encryption (CSE) was available in beta for Drive, Docs, Sheets, and Slides. Now we’re bringing CSE to Google Meet, giving customers complete control over encryption keys while helping them meet data sovereignty and compliance requirements. We’re also pleased to announce the beta of our Key Access Service Public APIs, which enables customers to directly manage their encryption keys without the need for a third-party partner.
2. Data Loss Prevention (DLP) for Chat is now in beta. This is a continuation of our ongoing commitment to help organizations protect their sensitive data and information from getting into the wrong hands, without impacting the end-user experience. With DLP for Chat, you can enable the power of spontaneous conversation between individuals and teams, while preventing sensitive and confidential information from leaving your organization. Interested customers can sign up for the Client-side encryption and DLP for Chat betas today.
3. Drive labels are now generally available. Organizations are now able to classify files stored in Drive based on their sensitivity level. Labels integrate with Google Workspace Data Loss Prevention, making it easier to manage external sharing, downloading, and printing of sensitive files. 
4. We’re rolling out additional protections to safeguard against abusive content and behavior. If a user opens a file that we think is suspicious or dangerous, we’ll display a warning to the user to help protect them and their organization from malware, phishing, and ransomware. This functionality is now available in Google Docs and will be rolling out soon for Google Sheets and Slides. 

Fueling the future of work and collaboration   

Our mission is to empower everyone with an innovative and seamless experience that gives people—no matter their location or technical ability—the opportunity to drive real impact. At its core, the vision of the Google Workspace platform is to help you build your own innovation momentum, while providing a foundation of security and privacy. I hope you’ll join me at the Google Cloud Next ’21 event where you can learn more about the Google Workspace vision, and even better, see these new experiences in action.