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.

Getting started with Kubernetes is often harder than it needs to be. While working with a cluster “from scratch” can be a great learning exercise or a good solution for some highly specialized workloads, often the details of cluster management can be made easier by utilizing a managed service offering. Google Kubernetes Engine (GKE) allows for an easier end-to-end developer experience with convenient tooling and built-in integrations along with the convenience of offering Kubernetes clusters as a managed service.

GKE is the most mature container orchestration service available today, delivering a fully-managed service and hands-off experience with the GKE Autopilot mode of operation. GKE provides industry-first capabilities such as release channels, multi-cluster support, unique four-way auto scaling, node auto repair, and can support up to 15K nodes in a single cluster. 

Our modern, end-to-end platform is built on cloud-native principles you are already familiar with and prioritizes speed, security, and flexibility, in ways that are highly differentiated from other cloud platforms. 

We have put together a new reference guide for you as you begin your journey developing on GKE. It covers every step of your journey from writing, running, operating, to managing code. Even if it isn’t your first time using GKE, this e-book will be a valuable resource highlighting important considerations and best practices. By implementing the technical recommendations, following the steps, and utilizing the tools described, you can reach the following goals:

• Write, deploy, and debug code faster with Cloud Code and Cloud Shell
• Continuously integrate and deliver updates with Cloud Build
• Run easily, securly, cost effectively at scale with GKE
• Monitor and troubleshoot with Google Cloud’s operations suite 

Kick-start your journey by downloading the e-book and join us live June 22 at 9am PDT for our half-day Cloud OnBoard event: Getting Started with Google Kubernetes Engine. 

With growing demand for Google Cloud, customers are increasingly expecting more reliable advisory and implementation skills from Google Cloud Systems Integrator (SI) Partners. Our model for professional services remains differentiated, with a heavy co-dependence on our SI Partner ecosystem to drive success for our customers. Therefore, enabling and nurturing strong delivery capabilities in our Partners is a responsibility we take seriously. The Google Cloud Global Services Delivery and Global Partner Ecosystem & Channels team jointly made significant investments earlier this year to underscore our commitment in this area. That’s why we’ve created the expanded Partner Delivery Excellence portfolio, a rich set of resources to help Google Cloud Partners deliver high-quality Google Cloud projects. Whether you’re a Partner just getting started with Google Cloud or have prior experience, we have the resources you need to succeed and we’ll meet you where you are in this journey.

Here are some of the key offerings in the Partner Delivery Excellence portfolio:

Stage: Building delivery skills | Pre-engagement

• Delivery Readiness Index (DRI): a framework that enables SI Partners to receive customized, individual level delivery enablement recommendations based on each consultant’s delivery readiness, assessed across training, certifications, delivery skills validation and prior delivery experience. 
• Delivery Navigator (coming soon): A delivery management platform consisting of delivery methods, work management tools, and dashboards that enables Google PSO and Partners to drive a high-quality, globally consistent project experience. You’ll hear more about this in an upcoming blog post.

Stage: Develop delivery expertise | Preparing for a delivery project

• Delivery Runbooks: Workload-level detailed delivery guides which include reference architectures, detailed migration steps, validation guidelines, common troubleshooting tips and more.
• Delivery Bootcamps: In-person or hybrid mode multi-day sessions conducted by experienced Google Cloud Consultants and customizable to the specifics of a Google Cloud project for a customer.
• Use case learning: Self-paced learning in the form of bite-sized lectures to build foundational delivery skills at the workload level, with quiz based assessment to validate knowledge gained.
• Delivery labs: Hands-on labs, hosted on our Qwiklabs platform, that complement use-case learning to build and test core delivery skills through a series of practical delivery scenario challenges.

Stage: Leverage Google delivery SMEs | During active project delivery

• Onboarding accelerator: Enables Partners with advisory services to onboard customers on Google Cloud foundations and migrate the first workload quickly and efficiently, by imparting knowledge and best practices from the Technical Onboarding Center. Supported workloads span Infrastructure & Application modernization, Analytics & AI and Databases.
• Delivery Helpdesk: In-the-moment implementation support for Partners during a live Google Cloud project through a standard case management process. Google Global Services Delivery teams well versed in the technology area will advise and help Partners resolve the issue at hand.
• Delivery Assurance Services: Project-level safeguarding services that are delivered in the context of an active Partner-led customer project. 

Stage: Leverage Google delivery expertise independent of projects | Build, scale and optimize Google Cloud practices

• Tooling advisory: Assessment of Partner tools with detailed recommendations to enhance tools architecture for better scale, security, ease of use and, where applicable, pointers to Google Cloud open-source tools and best practices.
• Resident Experts: We are selectively introducing this offering of specialists from Google Cloud Consulting teams embedded with Partners for a fixed period of time and with defined scope and deliverables. Partners can leverage these experts to build core delivery capabilities in new areas like generative AI,  sharpen existing Google Cloud capabilities in adjacent solution areas like Data & Analytics or have access to expertise to define a comprehensive automation strategy for Google Cloud migration practices.

We are confident that the Partner Delivery Excellence portfolio brings forth much of what’s needed for our Partners to not only deliver high-quality services but also profitably grow their Google Cloud services business quickly and efficiently.

To learn more about the portfolio or to share your feedback or suggestions, please contact your Google Cloud Partner representative. 

If you are attending Partner Summit during Google NEXT in August, we look forward to seeing you in the breakout series where we have a dedicated session on this topic.

Thank you for reading. And thank you for your partnership!

Launched in 2013, Canva is a free online design platform with a mission to empower everyone in the world to design. Featuring a simple drag-and-drop user interface and a vast range of templates ranging from presentations, social media graphics, posters, apparel to videos, plus a huge library of fonts, stock photography, illustrations, video footage and audio clips, anyone can take an idea and create something beautiful. The Canva team is located across the globe with offices in the United States, China, the Philippines and Australia.

A long-term user

“To empower our team to undertake deep work, we have a recurring weekly Calendar invitation that keeps an entire day free of meetings across the business.” – Jeff Lai, Internal Infrastructure Specialist, Canva

A business that enables collaboration, innovation, and creativity is a natural fit for Google Workspace, an integrated suite of secure, cloud-native collaboration and productivity applications. Canva is a long-term user of the application suite and Jeff Lai, Internal Infrastructure Specialist, says “being a global business from day one, the company wanted to ensure any technology we used would be able to grow and scale with us.

“Google Workspace certainly met the brief. For example, creating new Google Workspace instances is very easy, you simply connect them to your domain and away you go.”

Canva has 1,850 Google Workspace licenses to cover its approximately 1,200-strong workforce, plus service accounts and shared accounts. The application suite covers the organization’s communication, connectivity and productivity needs, with enough storage to enable the business not to have to pay for supplementary storage services or deploy storage in-house. Canva’s team of designers, developers, marketers, investors and advisers uses Google Workspace for tasks such as scheduling meetings, emailing and chatting to internal and external parties, storing files and tracking activity on spreadsheets.

“Google Workspace is like air and water to us,” says Jeff. “it is part of the natural environment of our workplace.”

Reviewing licensing

With Google Workspace enabling Canva’s global workforce model, the business is exploring ways of further leveraging the features available through the application suite; Jeff reveals Canva is exploring the use of enterprise-class licenses that provide additional reporting and auditing capabilities.

Near-100% availability

“We expect Google Workspace to continue to play a key role in our operations and in supporting an increasingly international workforce.” – Jeff Lai, Internal Infrastructure Specialist, Canva

Supporting a distributed model with an increasing number of employees based outside Australia also requires Canva to use collaboration and productivity tools available 24 hours a day, seven days a week.

Google Workspace applications help the business drive continuous improvement from the bottom up, as well as the top down. Canva uses Forms to capture — in what Jeff describes as ‘no-judgement’ fashion — new ideas, callouts of broken processes, or areas of improvement. These comments and suggestions go directly to founders and senior management for action.

Furthermore, Google Workspace enables Canva to run a continuously productive working environment. “To empower our team to undertake deep work, we have a recurring weekly Calendar invitation that keeps an entire day free of meetings across the business,” says Jeff.

Growth example of ‘new normal’

Canva’s team believes the organization’s accelerated growth is indicative of the ‘new normal’, as more teams realize the need for a more scalable, more collaborative, more affordable and more user-friendly design platform.

Organizations of all sizes are doubling down on building a reliable remote workplace, and are turning to modern productivity and collaboration platforms like Canva to ensure they remain flexible and scalable.

Google Workspace and other Google Cloud products and services also enable Canva to increase the value of its own platform. The business uses Translation API to translate non-English searches into English, allowing it to display appropriate images and other elements.

Furthermore, the Canva editing tool enables users to pull files from Drive to be refined, while the platform also integrates with Google Maps and YouTube to give end users the ability to easily create items such as online brochures with these products integrated into them. Finally, Canva for Education — a tailored product to support student learning — integrates with Google Classroom, helping educators efficiently manage progress and connect with students at school, from home or on the go.

With Google Workspace, Canva is ideally positioned to continue growing its user base and build on the success of a platform that has thousands of templates and fonts, and millions of stock photos, icons and illustrations. Jeff says the business remains focused on the same goal as its founders had right at the start — making design accessible to everyone. “We expect Google Workspace to continue to play a key role in our operations and in supporting an increasingly international workforce,” he says.