As we are moving to hybrid work, it’s not enough to just focus on transforming our office spaces into more agile environments with hoteling and collaborative neighborhoods. We must focus on creating experiential equity for employees to ensure that no matter if they are a full or partial remote worker, that they are heard and seen not just in meetings, but part of daily business interactions. Placing attention on this dynamic will mitigate favoritism towards employees that have the most in-person interactions with their managers and leadership team members.
- How a hybrid work environment has changed the playing field
- The aspects of experiential equity
- Driving behavior change with your management team to prevent unconscious bias