Making Hybrid Working Inclusive
Nearly 9 in 10 workers don’t want to return to pre-Covid working patterns, according to new research into the impact of hybrid working. Without improvements in management attitudes and behaviours, and a more proactive approach to planning and support, this new model could present distinct challenges for some worker groups, including disabled workers, parents, and those with caring responsibilities.
This research draws on surveys of 964 managers and 1,000 remote workers, and additional engagement with frontline advice services. It has informed the development of a practical guide for employers and a briefing for policymakers.
Key Actions for Employers
Our Employer Guide makes clear recommendations for the actions that organisations can take to best support their staff through a structured, consultative approach to hybrid working:
- Communication and consultation with staff is essential - This needs to be a continual process and ensure you take account of hours worked and other pressures.
- Consider implementing a right to disconnect to ensure employees don’t burn out.
- Ensure managers are adequately trained and prepared to manage hybrid teams and role model hybrid working.
- Develop action plans around hybrid and remote working which prioritise diversity and inclusion.
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