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With the rise in hybrid working, it’s not
just employees who are benefitting
from greater freedom in their workday;
companies are equally finding that it’s supporting
their e orts to create more diverse and inclusive
workplaces. An increasing investment in workplace
technology is giving employees greater freedom
to work from anywhere, and to engage with their
workplace and colleagues in new innovative ways.
Precisely because of this, companies are now
able to attract a more diverse range of talent with
diŽ erent backgrounds and lifestyles, creating
environments where people and clients feel
valued, welcome and comfortable. For example, by
enabling people to collaborate and attend meetings
online, hybrid working can support people juggling
work with childcare or caring responsibilities.
Likewise, companies who allow employees to
work from home two to three days a week open
the door to candidates who might not be able to
aŽ ord higher rents around city centre oŽ ices and
supports those who maybe neurodivergent or have
disabilities that may prevent them from commuting
every day.
SUPPORTING DIVERSITY
Building an inclusive environment where employees
feel safe, valued and connected to the company’s
culture and purpose is key for today’s workforce.
Diverse and inclusive workplaces have the potential
to drive greater innovation, productivity and
ultimately, business growth. Employers must also
prioritise employee wellbeing, including mental
health support when thinking about their new
oŽ ice design.
As companies begin to mobilise for a hybrid
future, it is essential that they get the right HR
professionals to embed the inclusive workplace
cultures. Between May 2020 and March 2021, job
postings for diversity and inclusion professionals in
the US rose 123 per cent, while there’s also growing
demand for these roles in the UK and Germany.
Although more companies now have diversity
and inclusion policies in place, translating these
into reality is an ongoing challenge and will require
organisations to road-test, and learn from, new
working practices. Alongside this, data is also
increasingly pivotal in helping employers assess
how diverse their workforces are, and where
diversity and inclusion initiatives can improve.
DESIGNING FOR ALL
Inclusive workplace design is now a critical part of
helping employees feel comfortable and do their
job to the best of their abilities.
JLL research has found that employers are now
expected to build new ‘authentic’ and ‘inclusive’
workplaces anchored in strong human values (a
top priority for 50 per cent and 49 per cent of the
workforce respectively), ahead of ‘green’ and ‘techenabled’
work environments (a priority for only 38
per cent and 36 per cent of employees).
The physical workplace itself must play a key role
in supporting employees with a diverse range of
needs and must be accessible and equitable to all.
Technology will also play a vital role in ensuring the
workplace can accommodate and engage a diverse
workforce. For example, sensors that monitor how
employees use the oŽ ice, can provide insights into
how the workplace can better support people to
perform at their best.
Employee engagement platforms where staŽ can
book desks, leave feedback and arrange meetings
can indicate overall sentiment – and highlight areas
for companies to address –oŽ er people a seamless
way to connect with colleagues. Helping staŽ to
re-engage following a prolonged period of remote
working will help employees feel more fulfilled and
empowered.
Recent JLL research found that relaxation spaces,
healthy food services and outdoor spaces, top the
list in terms of what employees want; yet currently
only 17 per cent of people actually have access
to relaxation spaces, 19 per cent have access to
healthy food services and 25 per cent have access
to outdoor spaces. It is precisely this lack of equity
in employee personal situations that employers
must recognise and accommodate for. Creating
supportive work environments that help alleviate
stress and burnout, and support employees’ mental
wellbeing is more vital than ever, with a third of
employees reporting increased pressure when
working in the oŽ ice.
As we move into a new hybrid way of working, the
challenge for managers will be to ensure people
feel part of the team – and the wider workplace
community – wherever they’re logging in from.
Now businesses must turn their attention to the
question of how to integrate teams who are working
in diŽ erent geographical locations, in a combination
with virtual and physical interaction. Only then will
companies be able to truly leverage the benefits
of a diverse and inclusive working culture through
putting people at the heart of their future strategy.
HYBRID POWER Hybrid working that enables people to work from anywhere can help
attract a more diverse workforce with diff erent perspectives, says
Lee Daniels, Head of Workforce EMEA and Workplace UK at JLL
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