A study by Microsoft highlighted the difference between perceptions of hybrid working by workers and their managers with 87 percent of employees reporting that they are productive at work, but 85 percent of business leaders stating that they do not feel confident in productivity as a result of hybrid working. 

This is echoed by CEO of Ipsos, Kelly Beaver, who is concerned that company culture is at risk of being eroded by hybrid working, as more new starters at the company prefer to work from home.

Furthermore, a Deloitte Women at Work report “found 60% of female hybrid workers felt they had been excluded from meetings, while almost half worried that they did not get the exposure to leaders necessary for career progression.”

DiversityQ are asking whether “present privilege” means that those working from home, who might be more likely to be working mothers, disabled people and minoritised groups, are missing out on career advancement simply by not being in the room. Fortune Magazine also argues that hybrid is creating a new Mommy Track article on Fortune while this worrying study from the Harvard Business Review - Working from home while Black shows that not being in the office creates a worrying ‘in’ and ‘out’ culture which exacerbates existing social divisions and acts against inclusion.

How is hybrid working in your organisation? We’d love to hear your experiences as we are picking up disquiet around this from many clients and are going to be offering some solutions and inclusive behaviours in future events and newsletters. Please email us at theinclusionedit@movingahead.org with your thoughts and questions