Leveraging Hybrid & Physical Workplaces to Advance DEI
As hybrid work policies and office spaces are retooled, injecting DEI can deliver a range of benefits for CUs and their staff.
2021 was a pivotal year for bringing diversity, equity and inclusion into the credit union system. Great strides were made in raising awareness and building commitment. Credit unions rolled up their sleeves and leveraged DEI to improve both internal and member-facing experiences. Now, in 2022, a new opportunity presents itself for credit unions as they assess and redefine what role their hybrid work arrangements and physical workspaces can play in improving the employee experience and organizational culture. As hybrid work policies and office spaces are retooled, injecting DEI can deliver improved staff outcomes, teamwork, sense of belonging and commitment to shared mission.
When it comes to hybrid work and the role of the office, there will be no returning to business as usual. That mold is broken. Credit union leaders must recognize that the ground has shifted, expectations have changed, and attempts to “rein in” or “return” workers to some pre-pandemic state will not prove effective. Take the present moment as an opening to re-think and re-imagine a more holistic, inclusive and equitable set of workplace policies that will position your credit union to thrive into the future. Now may be a great time to include DEI principles from the outset and make strategic investments in your workforce policies and physical workplaces.
First, Listen to Employees
How can credit unions create office environments that foster collaborative and independent work, build community and deepen affinity for the organization’s culture? Leaders should begin by listening to staff. Workplace cultures shifted during the pandemic, sometimes dramatically. Remote work was a game-changer for many. Some staff felt more valued and supported when working from home, and most studies found that women and Black and Latino/a workers were more likely to prefer working remotely. Remote work even increased their sense of belonging. Leaders would do well to understand these shifts and harness their benefits. Developing an inclusive remote and hybrid work program can nurture diverse staff and lead to better outcomes for all. As credit unions inject DEI into workplace design and hybrid work policies, they must also support evolving staff needs and expectations.
Pre-pandemic policies and workspaces were probably not as inclusive as staff expect them to be today. The layout and purpose of physical spaces will change; leaders will experiment with new policies and practices for hybrid work; and staff expectations may continue to evolve. To better leverage the benefits of an increasingly diverse workforce, credit unions should plan for flexibility and include ongoing mechanisms for soliciting feedback.
Leveraging DEI in Physical Workspaces
When it comes to designing physical workspaces, credit union leaders should be intentionally implementing DEI strategies to create an improved sense of belonging and greater collaboration. In a recent Filene report, “Bridging the Spatial Divide: A Guide to Achieving Diversity, Equity, and Inclusion in Physical Work Environments,” researchers found the physical work environment affected staff sense of belonging. Inclusive workplace design can enhance retention, improve business performance, and foster creativity and problem-solving.
The Filene report recommends for physical configurations and amenities, credit unions balance universal design principles with community-building elements that provide opportunities for personalization and privacy. Upgrade your technology so that remote workers can participate seamlessly in office activities and meetings. Review facilities to ensure all staff can use them equitably. Ask: Are all workspaces physically accessible? Are private rooms available for nursing or prayer?
Beyond the actual physical configuration of your workspaces, review policies and procedures to create a more equitable workplace that is reflective of the varying needs of staff. Be aware of how in-person versus remote work status feeds into perceptions of who is contributing and how.
Update Remote and Hybrid Work Policies
A second report from Filene, “The New Hybrid Credit Union Workplace: Culture, Performance, and a People-Centered Strategy” prompts credit union leaders to apply people-first principles to inform the planning and implementation of new models for remote and hybrid work. A people-first approach ensures that leaders can be receptive and responsive to shifts in staff priorities and needs. Take stock of your organizational culture and identify opportunities to improve morale and performance.
In addition to attracting and retaining more diverse staff, remote work can also improve operational effectiveness. Organizations should identify and leverage the strengths gained from remote work alongside those gained from in-person activities. Create policies and workplaces designed to maximize benefits and minimize tradeoffs. This approach will also suggest new, more communal roles for the physical workplace beyond facilitating individual work in cubicles.
Corporate Offices Need a New Purpose
Buildings are powerful tools. Consider how your use of office space will change as you move forward. One shift may include creating spaces meant to support a wider range of work activities, build relationships and deepen attachment to organizational mission. Providing staff with more control over their workspaces is a good first start. Corporate offices can also be reimagined as a space to reinforce your credit union’s culture and build productive relationships. How can your corporate office be retooled to facilitate hybrid collaboration?
At the same time, remote workers also have unique needs that would benefit from employer support. Helping remote staff establish dedicated work areas in their homes can improve productivity. And smoother connections between remote and in-person staff will reinforce your culture.
It’s All About Workplace Culture
Like it or not, the pandemic has altered our workplace culture. Similarly, the best ways to nurture that culture may have shifted as well. Leveraging DEI in new updates will increase the odds of success. Begin by focusing on the employee experience and pay careful attention to how that experience may differ based on demographics and work position. Staff who are also caregivers may not be as productive if they are compelled to work in the office full time. Some staff prefer in-person interactions, others may thrive when those opportunities are balanced with quiet heads-down time working from home.
In the face of mass burnout and the great resignation, promoting staff well-being should factor into your new approach. A DEI lens helps identify how well-being looks differently across workers. Each credit union will need to find the right balance of remote and in-person work, as well as review and update how their office spaces foster equity and inclusion, reinforce organizational culture and facilitate high-performing, hybrid teams. The best work environments can make staff feel cared for, part of something important and motivated to contribute.
Paul Dionne Research Director Filene Research Institute Madison, Wis.