The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
As more organizations are adopting hybrid work, they need to enhance infrastructure support to ensure success. In addition to training, mentoring, on-boarding, technology and affinity groups, organizations need to make sure to include additional management/administrative support to properly foster professional experiences in a hybrid work setting. Organizations can hire additional professionals to accomplish these responsibilities and/or designate existing employees with these responsibilities if they have the time, interest and skillset. Here are the Alliance’s recommendations on the types of roles/responsibilities needed in a hybrid environment:
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
Many organizations are instituting a hybrid work environment post-pandemic, in which employees will spend some time working in the office and some time working from home. The pandemic has forced organizations that never considered remote work to allow for more flexibility. While hybrid work is definitely a silver lining from the pandemic, organizations will need to develop the right infrastructure and employees need to understand and implement new work behaviors in order to succeed in this new environment.
We created a number of action steps focused on ways organizations should create infrastructure in order to lead to successful hybrid work environments, including: Creating a Successful Onboarding and Integration Program, Building Your Training Program to Support Your Post-Pandemic Hybrid Work Environment, Maintaining Mentoring & Connection in a Hybrid Environment, and Overcoming the Myth of the Loss of 5Cs By Building the Right Flex Infrastructure. Now we want to focus on ways employees can take control of their careers and succeed in a hybrid work environment as the rules of engagement will be different. Here are the Alliance’s recommendations:
https://dfalliance.com/wp-content/uploads/2019/05/DFA-Action-Steps.jpg596800dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2022-01-31 15:49:312022-01-31 15:50:46Action Step – TIPS FOR INDIVIDUAL SUCCESS IN A HYBRID ENVIRONMENT
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
As organizations revamp their workplace flexibility policies, they should include more employees in these policies. Prior to the pandemic, many organizations offered vastly different flexibility policies to employees based on seniority/tenure, job responsibilities and/or employment status. For example, law firms commonly provided much better workplace flexibility options to attorneys compared to professional staff prior to the pandemic. However, during the pandemic, employers needed to provide remote work options to many employees who never had that option in the past. Many of these employees greatly valued and thrived with this newfound flexibility, autonomy and trust. As organizations redesign their workplace flexibility policies, it is important to make these policies more widely available and equitable amongst a broad range of employees. Some action steps to consider include:
Audit Roles & Responsibilities: The first step when revamping your flexibility policy is to audit all roles to see who can participate. When doing so, it is important to only focus on the job function – i.e. can an employee perform their job function effectively while working flexibly? Performance issues must be addressed individually so that opportunities for an entire group of employees in that function do not suffer.
Think Creatively: Next, think creatively regarding your audit. Which employee roles were deemed unable to perform effectively while working flexibly? Are there ways you can make structural/organizational changes so that flexibility can be offered? For example, while some law firms voiced concerns regarding legal secretaries working remotely due to the fact that some tasks are more efficient in the office (i.e.
https://dfalliance.com/wp-content/uploads/2019/05/DFA-Action-Steps.jpg596800dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2021-10-29 09:33:172021-10-29 09:33:17Action Step – New Workplace Flexibility Policies Should Include More Employees
Action Step – ROLES & RESPONSIBILITIES NECESSARY IN A HYBRID ENVIRONMENT
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
As more organizations are adopting hybrid work, they need to enhance infrastructure support to ensure success. In addition to training, mentoring, on-boarding, technology and affinity groups, organizations need to make sure to include additional management/administrative support to properly foster professional experiences in a hybrid work setting. Organizations can hire additional professionals to accomplish these responsibilities and/or designate existing employees with these responsibilities if they have the time, interest and skillset. Here are the Alliance’s recommendations on the types of roles/responsibilities needed in a hybrid environment:
Members: continue reading this Action Step in the Member Resource Center
To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.
Action Step – TIPS FOR INDIVIDUAL SUCCESS IN A HYBRID ENVIRONMENT
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
Many organizations are instituting a hybrid work environment post-pandemic, in which employees will spend some time working in the office and some time working from home. The pandemic has forced organizations that never considered remote work to allow for more flexibility. While hybrid work is definitely a silver lining from the pandemic, organizations will need to develop the right infrastructure and employees need to understand and implement new work behaviors in order to succeed in this new environment.
We created a number of action steps focused on ways organizations should create infrastructure in order to lead to successful hybrid work environments, including: Creating a Successful Onboarding and Integration Program, Building Your Training Program to Support Your Post-Pandemic Hybrid Work Environment, Maintaining Mentoring & Connection in a Hybrid Environment, and Overcoming the Myth of the Loss of 5Cs By Building the Right Flex Infrastructure. Now we want to focus on ways employees can take control of their careers and succeed in a hybrid work environment as the rules of engagement will be different. Here are the Alliance’s recommendations:
Members: continue reading this Action Step in the Member Resource Center
To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.
Action Step – New Workplace Flexibility Policies Should Include More Employees
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
As organizations revamp their workplace flexibility policies, they should include more employees in these policies. Prior to the pandemic, many organizations offered vastly different flexibility policies to employees based on seniority/tenure, job responsibilities and/or employment status. For example, law firms commonly provided much better workplace flexibility options to attorneys compared to professional staff prior to the pandemic. However, during the pandemic, employers needed to provide remote work options to many employees who never had that option in the past. Many of these employees greatly valued and thrived with this newfound flexibility, autonomy and trust. As organizations redesign their workplace flexibility policies, it is important to make these policies more widely available and equitable amongst a broad range of employees. Some action steps to consider include: