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Tips for Creating an Inclusive Hybrid Workplace

In new research, McKinsey is warning that hybrid work is compromising hard-fought DEI progress.

 

Hybrid potentially creates an unequal playing field and amplifies in-group versus out-group dynamics, which could speed departures and harm performance:

 

75%+ of employees prefer hybrid (up from 47% pre-pandemic)

 

– Of those who prefer hybrid, 71% (and, especially, younger employees) are likely to look for other opportunities if hybrid is not available where they work now.

 

McKinsey recommends three inclusion practices to managers to build an inclusive hybrid workplace – work-life support, team building, and mutual respect: 

 

Practices for an Inclusive Hybrid Workplace

 

According to McKinsey:


Team-building activities embedded in the organization’s ways of working are essential for building psychological safety and deep connections on teams.

 

Team events where everyone feels welcome can build bonds in ways that make employees feel close and valued. 

 

McKinsey reminds that for effective team events, details matter: dietary restrictions, comfort with alcohol, event timing, accessibility needs, types of activities, and more.

 

This idea resonated with us as “deep connection”, “inclusion”, and “attention to details” are foundational design principles of Teamraderie experiences.

 


 

INTRODUCING TEAMRADERIE ENTERPRISE

 

We have launched Teamraderie Enterprise to help companies build deep connection and improve team dynamics at scale. 

 

Teamraderie Enterprise is designed with university research and helps companies launch inclusive, thoughtful, and high-quality team building programs. 

 

Watch the overview video to learn more and reach out to us to learn how others design programs for inclusive hybrid work:

 

Teamraderie Enterprise

 


 

Teamraderie Experiences can be explored and booked online via Teamraderie experience finder. If you are seeking a personalized recommendation, reach out to us at [email protected]