For far too long, past working practices have dictated the future of work. Now is the time for leaders to rewrite these rules and create a more inclusive, flexible workplace. Most organizations have had to deploy flexible work arrangements or scramble together just-in-time practices in response to a global pandemic. Regardless of the shift's scale, these organizations may have unknowingly revolutionized the working world for the better. Today, we have an unprecedented opportunity to blend work and home, breaking down traditional barriers.

Looking back at the office designs of the nineteenth and twentieth centuries—from urban office towers to suburban corporate campuses—there was a clear separation between work and home. Historically, organizations relied on the physical presence of their employees, but today, work can be done from anywhere, offering new possibilities for inclusivity.

Technological advancements have long made this shift possible, but workplace cultures were slow to adapt—until now. It’s time to challenge long-held assumptions about what makes an effective workplace. A flexible, inclusive workplace that adapts and evolves during times of crisis has the potential to build something extraordinary—the future of work, designed for all.

Inclusive Leadership in the New Norm

For organizations to lead inclusively in this new working environment, they must reestablish collaboration and redefine what it means to work together. Knowing what works for your employees and, just as importantly, what doesn’t, will be key. Employee engagement surveys are helpful but may not capture the real-time, nuanced feedback needed to foster a truly inclusive workplace.

Leaders must make time to actively listen to their employees. Tap into existing employee resource groups and affinity networks to learn about diverse perspectives and work practices. Create open channels for feedback, and ensure diverse voices are heard. Here are some ways to create a new, inclusive corporate rule book:

• Flex Time – Let employees choose workdays that suit their personal and professional needs. Flexibility acknowledges diverse work styles and personal responsibilities.

• Core Hours – Discuss what hours employees should be available, while accounting for different time zones, caregiving responsibilities, and other life factors.

• Performance Criteria/Measurement of Success – Ensure that “presence” is no longer a metric for success. Inclusive leadership means evaluating talent based on contributions, not just physical visibility in the office.

• Communication Channels – Provide multiple ways to communicate, recognizing that some employees thrive in virtual spaces while others prefer in-person collaboration. Virtual communication can still foster strong connections and inclusivity.

• Being “Seen” – Create a level playing field for remote and in-office workers alike. A “camera-on” culture, for example, can ensure that remote employees are equally engaged and contributing to team efforts.

• Building Virtual Relationships – Develop mentoring and sponsorship programs that cross geographic boundaries, ensuring that all employees, regardless of location, can access career growth opportunities.

A truly inclusive corporate rule book can also reconsider outdated dress codes and policies that may exclude or discomfort certain employees. For example, reconsider what professionalism looks like—embracing comfort can still be productive.

Creating Inclusive Cultures for Long-Term Success

Challenging legacy workplace ideals is essential for fostering inclusive workplaces. Companies must be intentional about embedding inclusive behaviors, involving employees at all levels to create cultures where everyone feels empowered to succeed. A redefined rule book, grounded in inclusivity, can help reshape workplace cultures for the long term.

While some decisions may remain beyond our control, inclusive leaders can control how they shape workplace cultures and build environments where diversity and inclusion thrive. As we redefine what work looks like, we should continuously ask ourselves: what will the new, inclusive normal be?