Did you know API traffic for Apigee customers increased 46% year-over-year, to 2.21 trillion calls, between 2019 and 2020? If you have more questions on APIs trends and their role in disrupting enterprises digitally, you can catch up on key take aways from the Google Cloud’s State of API Economy 2021 report and insights from Google’s experts on API-best practices.

FM Logistic provides its international customers with complete logistics solutions that cover everything from warehousing and handling, to transport and distribution, co-packing and co-manufacturing, and supply chain optimization. Operating in 14 countries including France, Russia, Poland, India, Vietnam, Brazil, and China, FM Logistic supports its clients by offering specialized services across a number of markets including consumer goods, retail, cosmetics, and health.

“We are in the process of transforming all our tools and integrating new solutions to be able to work faster and more efficiently. Two main IT priorities are mobility and openness, in terms of working from anywhere and being able to interact with other information systems.”

– Communication Manager, FM Logistic

As a business that has existed since 1967 and in 2018 achieved a turnover of €1.178 billion with 9.5% annual growth, FM Logistic is always looking to help secure the company’s position within an evolving sector. To better serve its customers, FM Logistic decided to launch an innovation project in 2017 to transform the internal digital tools of the company and replace its intranet, email, and productivity software. The company looked for an integrated solution that would enable more collaborative ways of working and bring its international operations closer together. The company found that implementing G Suite and LumApps social intranet was the perfect combination.

“We are in the process of transforming all our tools and integrating new solutions to be able to work faster and more efficiently,” says the Communication Manager at FM Logistic. “Two main IT priorities are mobility and openness, in terms of working from anywhere and being able to interact with other information systems.”

A global transformation

For large international companies with global operations, implementing a single integrated solution to enable collaboration across regions while respecting regional variations can be a real challenge.

“We have 26,000 employees spread across a broad geography, with a variation in cultures and technological maturity. There was an aspiration to work in collaboration, but the necessary tools were not in place,” says FM Logistic’s Communication Manager. FM Logistic looked for a solution to enable new, more collaborative work practices, which were flexible in terms of usage and that, most importantly, would work as part of an integrated solution.

To do that, FM Logistic worked with Google Partner Devoteam G Cloud to implement G Suite alongside the LumApps intranet portal. It took six months to complete the migration of 7,000 accounts, with employees accessing the Business or Basic G Suite edition according to their needs. “Before, with our physical infrastructure we found ourselves buying additional hard drives as we ran out of storage,” says the Technical Project Manager at FM Logistic. “That’s no longer a problem, and we can tailor access depending on whether or not employees need unlimited storage .”

“It’s a real advantage to be able to access your account from any device and work from anywhere. Hangouts Meet has been really transformational in that respect: it has reduced the need for travel significantly, even in the few months we’ve been using it so far.”

– Communication Manager, FM Logistic

“We followed Google’s G Suite migration advice and had early adopter ambassadors in every country. By the time we got around to the final country, very little input was needed as they were ready to go!” says the Technical Project Manager. “Many of them were already familiar with the product, so it was very intuitive. Our feedback surveys gave a satisfaction rating of almost 4.5 out of 5 in relation to the transition. We also had significant executive support, with two members of the executive committee on the steering board. That really helped the project to move quickly.”

As a result, employees were quick to understand the benefits of the new system. “It’s a real advantage to be able to access your account from any device and work from anywhere. That was clear from the start,” says the Communication Manager. “Hangouts Meet has been really transformational in that respect: it has reduced the need for travel significantly, even in the few months we’ve been using it so far.”

LumApps: a fully-integrated enterprise hub

One of FM Logistic’s main reasons for choosing G Suite was the seamless integration with LumApps’ intranet portal. LumApps adds value to G Suite, thereby boosting and sustaining employee adoption. FM Logistic chose LumApps to create a hub for its enterprise, where everything is centralized from internal communications to business apps.

“We didn’t want a patchwork of solutions, we needed a platform that worked as an integral whole,” says the Technical Project Manager. “With LumApps, employees access the intranet using their Google authentication and can access all their G Suite tools through the intranet. Moreover, LumApps is Google native, so the integration is seamless and we know that it will evolve to accommodate any changes that might take place.”

“The main advantages we see are communication and knowledge sharing,” says the Communication Manager. “With LumApps, all 26,000 of our employees are now able to access the portal in their own language and access local news.”

For the next step, FM Logistic is considering integrating social communities so that employees can express themselves and be more engaged in the corporate culture.

Supporting digital maturity

Thanks to Drive, employees can now work from wherever they are, and are able to work more efficiently and more collaboratively. “From an administrative point of view, users can benefit from automatic updates, so there is less pressure on the IT department,” says the Technical Project Manager. “And we’re seeing many innovative uses of the tools to work in more efficient ways: many services have gone paperless with Forms, so less time is wasted; commercial agents are using Drive to work together on tenders simultaneously; and with Sheets, tasks are automatically sent from the team manager’s file to employee’s Calendar.”

“G Suite and LumApps are the first step of our digital transformation, in terms of collaboration and moving into the cloud. We have real confidence in our partners LumApps and Google, and we’re investing in those relationships for the long-term benefit of the company.”

– Communication Manager, FM Logistic

Now, FM Logistic wants to further support its employees in exploring all the tools G Suite has to offer. “We are embarking on a second phase to give our employees the skills they need for advanced uses of Docs, Sheets, and Forms,” says the Communication Manager. “It’s a learning curve, but it’s key to our goal of transforming our everyday processes.”

“G Suite and LumApps are the first step of our digital transformation, in terms of collaboration and moving into the cloud. We have real confidence in our partners LumApps and Google, and we’re investing in those relationships for the long-term benefit of the company.”

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.

As one of Australia and New Zealand’s most innovative retailers, Woolworths is always looking for ways to use technology to give its customers more convenient ways to shop. This innovative approach does not stop with our customers. Our extensive staff needs intuitive technology to enable them to work more efficiently, collaboratively and effectively. To do this, they need to be able to access the right applications and information, from any location, using any device.

This is why we’ve decided to move to G Suite and Chrome. Changing to a cloud-based suite of tools is a key part of our strategy to use technology to promote greater collaboration, productivity, and effectiveness. Over the next 12 months, we will be rolling out Gmail, Google Calendar and Google Hangouts Meet to the staff in our national and state offices. This is the first phase of what we hope will be a company-wide transformation of our workplace technology.

We are also actively looking at how we can innovate with Google+, Google Drive and Google Sites to transform the way we approach other aspects of our business.

The move to G Suite and Chrome builds on the successful roll-out of Gmail and our ‘Tap to Support’ app on iPads to Woolworths supermarket store managers last year. The custom-made application, built on Google App Engine, helps our managers stay on the shop floor and focused on customers by allowing them to log a support ticket with our national support office in just one click rather than being tied to a PC in the back office.

Soon more of our staff will be able to experience the productive and collaborative benefits of being able to work from any device, anywhere. Geographically dispersed teams, like our merchandising or state-based workers, will be able to use Google Docs to collaborate in real-time.

Going Google will transform the way our employees interact with technology and collaborate with each other at every level of the organization. We’re looking forward to providing our staff with access to intuitive consumer technology at work and see the move to Google as the beginning of our journey towards a more efficient and innovative style of working.