Google Workspace recently commissioned Economist Impact to complete a global survey (October 2021)* on the state of hybrid work, including its challenges and opportunities. We already knew that the pandemic had fundamentally changed the world of work, but the survey emphasizes the scale, reach, and longevity of those changes.. 

Over 75% of respondents believe that hybrid/flexible work will be a standard practice within their organizations in the coming three years. Given that 70% of respondents said they never worked remotely before the pandemic, it’s clear that hybrid has become the dominant model for work and that it’s here to stay. 

But it’s also clear, as we’ll see below, that hybrid has some serious gaps that need to be addressed if it’s going to be sustainable and successful in the long term.

Defining hybrid work

As part of our work on the hybrid work survey and a broader project with The Economist Group, we interviewed a group of experts across research, consulting, business, and the advocacy world to arrive at a definition of hybrid work that captures all ways work is changing.

As Brian Kropp, one of the interviewees and vice president at Gartner, puts it: “Hybrid work is not just about different locations, but also different timings and different schedules.”

Harriet Molyneaux, managing director at HSM Advisory, a future-of-work research and advisory group, adds to this notion by describing the time-location work spectrum: “At one end of the spectrum is everyone in the office, nine till five, so both restricted time and location. And then at the other end of the spectrum is anywhere around the world at any time. So no restricted time or location. A hybrid is anything that sits in the middle of that.”

I agree with Brian and Harriet’s views. Flexibility in both location and hours is a core part of our working definition of hybrid work: a spectrum of flexible work arrangements in which an employee’s work location and/or hours are not strictly standardized.

Given this definition and framework, how is hybrid work faring and what lies ahead? 

Individual wellbeing is coming at the cost of organizational connection

Early on in the pandemic, productivity remained steady or even increased for many organizations. But it came at a cost, with levels of burnout spiking as employees juggled caregiving, homeschooling, and other demands in their personal lives with work responsibilities.

Based on the survey data, wellbeing has made an upward shift, no doubt aided by things like students returning to schools in many regions and fewer demands being made of working parents. The majority of respondents said that hybrid work, based on their own experiences, can have a positive impact on the physical, mental, financial, and social wellbeing of employees.

But it appears that individual wellbeing is coming at the cost of organizational connection. The majority of respondents said they feel disconnected from their organization and co-workers (57%), that limited networking opportunities negatively impact career growth (62%), and that limited social interactions with co-workers has had a negative impact on their mental health (54%).

To be sustainable, hybrid work models must address this sense of disconnection in real and tangible ways. And it won’t happen just by increasing the number of virtual meetings. Although 72% of people say that virtual meetings improve inclusion and participation, 68% also say there are too many virtual meetings to begin with. We need new ways for people to connect spontaneously.

Hybrid workers are often using tools built for a bygone desktop era

When asked about the most important conditions needed to achieve the long-term success of hybrid work models, the number one choice globally was “new technologies that allow for time and location flexibility.” 

Naturally, it was gratifying to see this, since Google Workspace is built on a cloud-based platform that empowers collaboration from anywhere, on any device, but the survey answer also highlights how much organizations have had to scramble to meet the demands of the pandemic. Some had to take legacy, office-centric systems and make them work for a distributed workforce overnight, often leveraging less-than-ideal technologies like VPNs that introduce digital friction.

As a result, top technology concerns of respondents include:

• unreliable internet access (if only all our WiFi connections were hybrid-ready!)
• reliance on slow or outdated tools
• accessing and maintaining files in multiple places
• relying on too many applications in order to get work done

Hybrid work, it seems to me, doesn’t need more applications and collaboration surfaces. It needs deeper, more meaningful connections in the tools and surfaces we already have. 

As organizations assess their tech stacks, they should consider whether they can shape the behaviors they want from hybrid employees (e.g., real-time collaboration, ease of information sharing) with the tools they have in place. Or are the limits of the technology determining hybrid employee behavior?

The management and culture gap

In the same way that tools have often been built for a shared physical workspace, organizational culture seems to lag behind the hybrid moment. The majority of respondents said that a lack of face-to-face supervision creates a sense of distrust among managers and employees, and that they feel stressed by increased monitoring associated with flexible work. And more than 62% said that limited networking opportunities with senior employees and co-workers has a negative impact on career growth.

Strikingly, more than 70% of respondents indicated that the culture of trust between managers and employees needed improvement. Training and management best practices (60% of people want more of both) might help fill some of the gaps, but a manager can’t build trust with their hybrid teams by going through a training program. 

The role of manager must itself evolve to meet the demands of a hybrid model. How can we empower managers to be the bridge between the “office of one” and the “office of many”? And as I discussed previously on Forbes, driving towards impact rather than output is a more sustainable metric for team engagement and productivity. It also dispenses with monitoring as a core part of a manager’s role, freeing them up to be a coach-and-connector.

How Google Workspace can help bridge the hybrid work gaps

No one has all the answers for how to make hybrid work successful, and I suspect we will see iterations of the model into 2022 and beyond as organizations—including Google—experiment with the right mix of location, culture, processes, and tools. 

On the technology front, Google Workspace is uniquely positioned to bridge many of the emerging hybrid work gaps. Over the last year, we’ve delivered a set of innovations that are designed to deepen collaboration experiences while strengthening social connections within and across teams. 

For example, we launched smart canvas to bring new collaboration capabilities to the places where people are already working together, helping to keep them connected, rather than having them switch tabs or open new apps. And we delivered Spaces as a central place for collaboration, where teams can share ideas, work on documents together, and manage tasks from a single place. Because all their work is preserved for future reference, team members can easily jump in and contribute at a time that works best for them, seeing a full history of the conversations, context, and content along the way. Spaces helps people maintain individual wellbeing while preserving the health of a group project.

In Google Meet, we’ve introduced real-time captions in multiple languages (in preview now), the ability for people to customize their video tiles, including being able to turn off their own to help with meeting fatigue, and we’ve implemented automatic light adjustments and noise cancellation. These changes help ensure that everyone can be seen and heard.

Meanwhile, features like hand-raise, Q&A, and polls have helped make meetings more inclusive and companion mode (in preview) can bring these to life in hybrid settings, to help ensure that there’s one cohesive conversation between the people in the office and their colleagues working somewhere else. We view companion mode as a bridge between the office and “somewhere else.”

On the personal wellbeing front, we launched Focus Time, which lets people block out their calendars for uninterrupted focus work, and Time Insights in Google Calendar, where employees can look at how they’re spending their time and adjust as needed.

As hybrid work continues to evolve, Google Workspace is committed to supporting wellbeing and seamless collaboration with tools that can remove digital friction and help people maintain connections—to each other and the organizations they work for.

^{*Survey details: The survey, completed in October 2021, polled a total of 1,244 employees and managers in four regions (North America, Europe, APAC, and Latin America), from more than 15 industries, in every age group, and from both small and large organizations. The focus was on knowledge workers, though it’s important to note that some of those people have been working on the frontlines; 20% of respondents indicated they haven’t worked remotely at all during the pandemic. This includes people in hospitality, retail, transportation and logistics, and healthcare.}

Editor’s note: February is Black History Month—a time for us to come together to celebrate the diverse set of experiences, perspectives and identities that make up the Black experience. Over the next few weeks, we will highlight Black-led startups and how they use Google Cloud to grow their businesses. Today’s feature highlights Acclinate and its founders, Del and Tiffany. 

As patients, as caregivers, and as parents taking our own children to the doctor, we want recommended medications to be safe and effective. It’s a right everyone deserves.

It’s known that certain medications don’t work in the same way in all populations. For example, Albuterol, a medication often prescribed for asthma, is less effective in 67% of all Puerto Ricans and 47% of Black Americans. These problems—which can have deadly consequences—result from historically limited diversity in pharmaceutical clinical trials. 

We founded our startup Acclinate to integrate culture and technology to achieve more inclusive clinical research. Help pharmaceutical companies and healthcare organizations access and engage communities of color so research is more inclusive.

Bridging the health equity gap by building trust

It’s important that health research organizations access and engage communities of color so their efforts reflect all the people they serve. Take a disease like diabetes, which affects a significantly higher proportion of Black Americans. When you look at even recent clinical trials for diabetic drugs, the representation of Black Americans among participants is only in the low single digits, despite comprising 13 percent of the U.S. population and more than 40 percent of diabetes patients in this country. Industry leaders have been aware of the lack of diversity issue, but some have chosen to ignore it or brush it aside. The biggest problem, in our opinion, is that there have been no penalties for not achieving higher diversity figures in clinical trials, and only minor financial repercussions to pharma/biotech companies when their treatments either do not work across all groups once approved, or there is a lack of uptake by all groups due to the lack of testing in those groups. The lack of clinical trial diversity has adversely impacted the reputation of the industry and the ability to recruit diverse populations in the future. 

Acclinate integrates culture and technology to promote diverse patient representation in medical research. Our approach is not transactional. We build trust through our  #NOWINCLUDED community, which is an ongoing, ever-expanding digital platform that educates and engages with communities of color on health issues.

#NOWINCLUDED includes a website app, and social media presence where members can learn information about diseases, particularly those with greater negative impacts on people of color, such as cancer, diabetes, and cardiovascular diseases. Members can share stories and ask questions. By providing access to trusted resources about these health issues and the latest clinical research, we empower Black people to take control of their health and consider  participating in research that is shaping the future of healthcare.  

For healthcare-related organizations, we offer the opportunity to better understand the attitudes, aspirations, and unmet needs of underrepresented minority communities. Data from #NOWINCLUDED feeds our HIPAA-compliant SaaS platform, e-DICT™ (Enhanced Diversity in Clinical Trials), which uses predictive analytics and machine learning to identify individuals matching the requirements and most likely to be receptive to participation in a particular clinical trial.

Acclinate scales its platform with Google Cloud

We rely on Google Cloud services, including Vertex AI, to know whom to ask, when to ask, and how to ask for clinical trial participation. With Vertex AI, we enjoy a unified platform for developing our artificial intelligence models, including tools for preparing and storing our datasets. We can easily train and compare models using AutoML, which requires minimal ML expertise or effort with its intuitive graphical interface. This allows us to leverage more than ten ordinal and categorical data points to determine in real time a community member’s likelihood to enroll, which we call our Participation Probability Index (PPI). Our models evolve in an iterative process the more we interact with, and learn about, our community members.

We follow the pay-per-use Google Cloud Platform architecture model using serverless technology, which helps reduce infrastructure management costs and lets us focus on product development and engaging with communities across the U.S.

CloudSQL, a fully managed relational database service, integrates easily with BigQuery so we can glean insights for our clients in real time, all with Google Cloud’s robust security, governance, and reliability controls. Virtual Private Cloud (VPC) gives us scalable and flexible networking for our cloud-based resources and services. We also use Identity and Access Management (IAM) to simplify oversight of Google Cloud resource permissions for different user groups and roles, with appropriate security protections. 

API Gateway manages our APIs using Cloud Functions, which both use consumption-based pricing, plus give our developers consistent and highly secure access to our services through a well-defined REST API. We use Memorystore for Redis to reduce platform latency. This is done with a fully managed service powered by the Redis in-memory data store, which builds application caches for fast data access. All of this comes together to provide an outstanding experience for our platform’s users and contributors.

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Expanding influence with the Google for Startups Accelerator for Black Founders

Three months of one-on-one Google support and mentorship as part of the most recent Google for Startups Accelerator : Black Founders cohort not only helped us build our product, but also helped us earn external credibility. People use Google every day, so whether we’re trying to engage in conversations with industry experts or with somebody in a rural community, it is helpful to have the buy-in of a globally-recognized brand as we take on a historically difficult, systemic issue with challenges around trust. Getting access to the products, best practices, and people we need to build and grow through the Accelerator program has been priceless. For example, working with the Google AdWords team helped us generate important traffic from people interested in learning more about #NOWINCLUDED or sharing their story with us. Jason Scott, who leads the Google for Startups Accelerator: Black Founders program, is still connecting us to people in his network and identifying key opportunities for us months after the program wrapped. He continues to demonstrate that he is invested in seeing us succeed. 

Our company has made great progress against our goals, in part thanks to receiving capital from the Google for Startups Black Founders Fund. We received $100K in non-dilutive funding along with Google Cloud credits, Google.org Ads grants, and hands-on support. We used the funds to pay for the transition and development costs associated with moving to Google Cloud. The Google support and accountability has been incredible. After receiving the Google for Startups Black Founders Fund award, we’ve gone on to raise another $1M and moved our cloud from Salesforce to Google Cloud. 

We also had the amazing opportunity to be selected as one of six companies to take part in a face-to-face web conference with Sundar Pichai, Google’s CEO. We were thrilled to hear him explain his vision around health equity and the role Google plays. Ultimately, for us, it’s not just about the funding we get, but we are also gratified to receive support from an entity that truly believes in addressing this issue. We know Google is aligned with our mission of health and racial equity. 

Championing diversity in clinical trials

Our 2022 looks bright. We expanded our presence to Washington, D.C. as part of the Johnson & Johnson Innovation JLABS ecosystem. We were also selected to take part in the BLUE KNIGHT initiative created between Johnson & Johnson Innovation and the Biomedical Advanced Research and Development Authority (BARDA) under the U.S. Department of Health and Human Services. 

Acclinate is also on track to have contracts with five of the top 25 largest biopharmaceutical companies in the U.S this year. They’ve taken note, as has the Food and Drug Administration (FDA), that the lack of diversity in clinical trials represents a significant health concern—to the extent that the FDA has provided strong guidance for pharmaceutical companies to  diversify their clinical trials. At the same time, the industry is also responding to pressure from communities of people of color to make equitable representation a priority.

Today, we are in the fortunate but challenging position to have significant inbound opportunities coming our way. In response, we continue to recruit and hire talented people to join our team. On the technology side, we are happy to be aligned with Google Cloud to have powerful cloud infrastructure that will scale with us, as well as high-caliber champions united in partnership. With people’s lives at stake, we are passionate in our commitment to helping ensure medications do what they are supposed to do: heal and improve the quality of life for everyone who takes them. 

Hear Acclinate cofounders Del Smith and Tiffany Whitlow chat with Google’s Head of Startup Developer Ecosystem Jason Scott and fellow Black Founders Fund recipient Bobby Bryant about building on Google Cloud in a recent Google for Startups Instagram Live. 

If you want to learn more about how Google Cloud can help your startup, visit our page here to get more information about our program, and sign up for our communications to get a look at our community activities, digital events, special offers, and more

Let’s face it: in the globalized world, which is now more than ever a digital demand world, you need to scale and reach your customers right where they’re at. Translation is a critical piece of that, whether you’re translating a website in multiple languages or releasing a document, a piece of software, or training materials.

Manual translation does not scale, which is why machine translation, powered by machine learning (ML), is becoming more important to our customers.  Machine translation has historically been challenging because of the sheer volume and breadth of content that can add value when translated into multiple languages. Companies acquire and share content in many languages and formats, and scaling translation to meet needs is a tall order due to multiple document formats, integrations with optical character recognition (OCR), and the need to correct for domain-specific terminology.

Our goal is to simplify translation services, while enabling flexibility and control for our customers’ unique needs across industries. Read on to learn more about recent features and updates. 

Formatting matters: Document Translation is now GA 

In many cases, the layout of a document dictates how it should be interpreted—e.g., readers navigate text and discern meaning based on formatting, like bold or italicized text, or markups for headers, paragraphs, and columns. Previously, to automate translation of documents, text needed to be separated from these layout attributes, meaning the document’s structure was either lost or needed to be recreated later in the developer pipeline, after the text had been translated. This required translation teams to do a lot of extra work and maintain a lot of additional code. But now, those steps are unnecessary. Formatting can be retained throughout the translation process, handled directly by the Translation API Advanced. 

This feature lets customers translate documents in 100+ languages and supports document types such as Docx, PPTx, XLSx, and PDF while preserving document formatting.

And if your needs go beyond Document Translation, we can help you translate audio as well. For real-time streaming translation, check out the Media Translation API, and for offline transcription translation, combine the Translation API with the Video Intelligence API.   

Real-Time translation when you need it, Batch when you don’t

One of the biggest differentiators for Translation API Advanced’s document translation capabilities is the ability to do real-time, synchronous processing for a single file. 

For example, if you are translating a business document such as HR documentation, online translation provides flexibility for smaller files and provides faster results. You can easily integrate with our APIs via REST or gRPC with mobile or browser applications, with instant access to 100+ language pairs so that content can be understandable in any supported language. 

Meanwhile, batch translation allows customers to translate multiple files into multiple languages in a single request. For each request, customers can send up to 100 files with a total content size of up to 1 GB or 100 million Unicode codepoints, whichever limit is hit first.

State of the Art (SOTA) accuracy, with flexibility for customization

In order to achieve the highest level of accuracy for your translation, we now support multiple options:

• Use Google’s SOTA translation models: Each year, Google heavily invests to improve the quality of our translations across Apps, Cloud APIs, and Chrome, as well to enable multilanguage answers in Search. A popular metric for automatic quality evaluation of Machine translation systems is the BLEU score, which is based on the similarity between machine translation and the reference translations that were generated by people. While we push out incremental improvements for individual models on a monthly cadence, there are also times where we make significant leaps. In the releases since 2019, we have improved our average BLEU score by 5pts on average across 100+ languages and 7pts on low resource languages.
• Leverage glossaries for specific terms and phrases: Glossary is our terminology control feature. It allows you to import source content to define preferred translations, such as product names or department names. Then, when calling the glossary in the API request, your preferred translations will be enforced. This will work for words as well as phrase translation.
• Pick a pre-trained model with model selection: If you create custom models for machine translation, we don’t think you should have multiple client libraries and multiple APIs to maintain in order for you to use the best model for your needs. Translation API Advanced now supports Model Selection. Pick your pretrained model or pick your custom ML model built on AutoML for any language pair you’ve created and use the same API and the same client library. 
• Build custom translation models with AutoML: AutoML Translation is a suite of ML products that enable you to build high quality models for your own use case or data, with limited-to-no ML expertise or coding required. Bring your past human-validated translations to improve translation specificity for your domain.

Keep localization local with Regional Endpoints

If you are a customer operating in the EU, we recently launched an endpoint specifically for EU regionalization. This is a configurable endpoint for customers to store and perform machine translation processing of customer data only in the EU multi region. For now, this only supports our pretrained translation models and glossary, but batch translations will be coming soon.

How Eli Lilly uses Cloud Translation to translate content globally

Historically, translations at Eli Lilly have been complicated: numerous translation vendors have been needed for different languages and organizations, all with their own processes and expectations. On top of that, translations have been costly and slow. 

To solve this, Eli Lilly took a codified approach to enable users and systems to spend less time and resources to safely generate quality translations. 

Learn more, and even catch a demo, from Thomas Griffin, Translation Tech Lead & Global Regulatory Architect for Eli Lilly.

Learn more 

• To get started using Cloud Translation – Advanced, complete the setup and then try the Translate text (Advanced edition) quickstart.
• Document Translation is priced per page. For more information, see pricing.