While we all continue to assess our daily work practices, I have been personally thinking about the impacts of inclusion in our daily lives. While each day seems to bring new challenges as a result of COVID-19, I think it brings opportunity. How can we think about new and better work practices— how can we look to unlock the future, now? So I ask, can we take the opportunity to act courageously, learn, and self-reflect through this time of uncertainty? And I hope the answer is yes!

If we turn to Catalyst's Top 10 Workforce Trends to Watch in the New Decade released earlier this year, there is one simple truth— we have seen a major change in the way we work. Organizations are being forced to act in real-time to bring the Future of Work to today. Given the current uncertainty and the fact updated workplace policies aren’t necessarily at the ready; we need to be bold to bring the required shifts into our workplace to allow them to be inclusive.

So what does this mean in practical terms -- here are some thoughts:

• Building flexibility for all staff to work when, where, and how it suits them will help them be most productive in both their work and their personal lives. Now more than ever, the ability to be flexible is going to influence the world around us, and understanding how these changes can shift existing work practices may really change the equation for women and anyone who has a life outside of work—which of course is everyone! It may be meaningful to connect in on shifts in practices that occur now and how they can be integrated into policies. Seek feedback from your employees on what's working, and what might need improvements.

• Open lines of communication are essential, and can’t happen unless people feel their voice is valued. As we shift to virtual work practice, when team members cross borders, functions, and backgrounds, we should think they might cross wires. Inclusive workplaces—where everyone is able to do their best work no matter where they are actually located—don’t just appear by chance. Leaders and managers need to learn how to ensure team members are treated fairly, empowered, and able to flourish.

• As mentioned already, we are likely going to need new structures, processes, norms, and expectations, but it may be a good reminder that they will need to honor the diversity among all of us—we mustn't put people in a box based on gender, race, nationality, etc., but must recognize the fluidity and overlap among multiple identities and how they affect our daily experiences at work and in society. Those with intersecting identities may be experiencing our daily challenges differently and their experiences will be valuable to understand as well. Let's ensure we are honouring our employee's varied life experiences.

• Reskilling is about technology, but it’s about interpersonal skills like inclusive communication, flexibility, collaboration, empathy—and training to do the storytelling and relationship-building that machines can’t do. We don't necessarily need to think about reskilling in a complex way; what are some recent news articles, blogs, podcasts, books that you've read you can share with your colleagues to help expand their knowledge? Here is a great TEDTalk that I share often on 3 Better Ways to be an Ally in the Workplace.

• Unconscious bias exists in each person’s world view, affecting our behavior from the classroom to the workplace. We don’t necessarily feel it, but many of those around us do. As a result, unconscious bias creates barriers to inclusion, performance, engagement, and, ultimately, innovation. And while we cannot completely rid ourselves of unconscious bias, we can continue to learn how to mitigate its impact and ensure we aren't assuming certain biases about someone during this time.

• The more psychologically safe employees feel at work, the more likely they are to feel included in their work group – establishing this feeling in a new way of working is going to take time to establish. We can all play a role to ensure all employees are feeling included. It seems obvious, but casual “water-cooler chats”—or any instance in which employees make connections and share interests such as sports teams, books, or even the weather—are a first step in building empathy and trust among colleagues. As a manager, you can help replicate those informal conversations with some intention and the right technology.

• Above all, how can you be a visible champion for workplace inclusion? You have the power to lead with inclusion and be a role model for others. Whether this is through speaking up for someone who might not have as strong of a voice as you, or reaching out to your colleagues to see how they are doing.

In Catalyst's report Getting Real About Inclusive Leadership— Why Change Starts With You, we tested a model of inclusive leadership, namely— Leading Outward, Leading Inward— and found it has a direct impact on employees' experiences of being valued, authentic, trusted, and psychologically safe at work. Our ability to Lead Outward and Lead Inward to Build an Inclusive Workplace is more important now than ever. Quoting our CEO, Lorraine Hariton:

Human capital is more critical than ever. The ability to manage remote teams inclusively is no longer an optional competency.

I couldn't agree more -- this will be a big cultural shift, but ultimately, we should be striving for a workplace and society where everyone can reach their full potential. Diversity, equity, and inclusion (DEI) is no longer just about who is doing the work: it’s about what we're working on, when, where, why, and how. No matter what question you’re asking at work, make sure to answer it through the lens of DEI. This is an opportunity for us to set new standards that will develop and include new talent, audiences, and consumers.

Please share how you and your organization are working through this time of uncertainty and any tips you've found effective in reshaping your organizational culture towards being more inclusive.

I am sharing a Catalyst resource– Managing Your Remote Team Inclusively. Obviously top of mind for many as we shift to working from home – the knowledge burst only takes 10 minutes to complete and has some great tips to develop innovative, collaborative, and inclusive remote team environment. Please feel free to share with your teams and organizations and I look forward to hearing what you are doing to build workplace inclusion at your organization!