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/2025/11/DFA-Humanizing-Work-Cultures-scaled.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/2025/11/DFA-Humanizing-Work-Cultures-scaled.pngdfalliance2021-10-29 09:33:172021-10-29 09:33:17Action 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.
Organizational leaders often mention that workplace flexibility policies must be iterative. We could not agree more – workplace flexibility policies and practices improve over time from lessons learned. However, for workplace flexibility policies to be truly iterative, organizations must be intentional and systematic. Iterative improvement does not occur without processes and systems in place to understand, measure and implement changes to combat challenges and replicate successes. Here is the Alliance’s 5-Step Process to make sure your workplace flexibility policies/practices are iterative:
Create a Committee on the Future of Work: Many organizations have created a Task Force on the Future of Work, charged with rolling out and implementing new workplace flexibility policies as the pandemic has greatly transformed the landscape on how we work and how we want to work. However, we urge organizations to create this committee to operate for the long-term, meaning at least five years, as opposed to dissolving after the short-term goal of rolling out a new flexibility policy. An important role of this committee should be to continuously develop and revamp workplace flexibility, by rolling out a new policy, systematically gathering and implementing feedback, and changing necessary infrastructure to make workplace flexibility succeed at the organization. We also recommend that this committee be diverse, consisting of professionals of different functions, levels and demographics, and also including powerful leadership who can (and will) champion change.
https://dfalliance.com/wp-content/uploads/2019/05/DFA-Action-Steps.jpg596800dfalliancehttps://dfalliance.com/wp-content/uploads/2025/11/DFA-Humanizing-Work-Cultures-scaled.pngdfalliance2021-12-30 10:48:102021-12-30 10:48:27Action Step – TO BE ITERATIVE WITH WORKPLACE FLEXIBILITY MEANS TO BE INTENTIONAL
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:
Action Step – TO BE ITERATIVE WITH WORKPLACE FLEXIBILITY MEANS TO BE INTENTIONAL
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.
Organizational leaders often mention that workplace flexibility policies must be iterative. We could not agree more – workplace flexibility policies and practices improve over time from lessons learned. However, for workplace flexibility policies to be truly iterative, organizations must be intentional and systematic. Iterative improvement does not occur without processes and systems in place to understand, measure and implement changes to combat challenges and replicate successes. Here is the Alliance’s 5-Step Process to make sure your workplace flexibility policies/practices are iterative:
Members: continue reading this Action Step in the Member Resource Center
To read this entire Action Step become a member of the Diversity &