We all know the drill.
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But before you roll posting up a storm of vacancies, we need to stop and consider.
And will these benefits be enough to retain diverse talent in the long-term?
Its not that simple.
Here well dig deeper into data gathered byTechleap.nland D&I experts from the fast-growing Dutch tech scene.
To improve D&I, we need to dig deeper into the potential side effects.
What might have positive consequences for one group may have a negative impact on another.
There are now a number of articles that generally proclaim hybrid and flexible work approaches improve gender equality.
One great example is the Netherlands experience with part-time work.
People mean different things when they say hybrid work.
And, this really allows us to actually measure the impact/effect of those interventions.
We know that what gets measured, gets done easier/faster.
Especially with companies in the tech space that are used to making decisions based on data.
If they do well, its something that helps them to attract new, diverse talent.
If not, they can learn from peers in the industry how to improve.
People mean different things when they say hybrid work, Engel said.
Then people use these flavors in many different ways.
Start by defining what hybrid, flexible, or part-time work means for your company.
Does hybrid work mean working from home one or four days a week?
If you have a meeting, where can people dial in from?
to How are we promoting people and what punch in of remuneration are they getting?
Having trouble defining these terms?
The missing ingredient in creating an inclusive culture is often making the process itself inclusive.
Designing with these practical dimensions of inclusion in mind is critical for creating an equitable organization.
Last but not least, dont forget the power of connection.
A number ofstudiesshow that, while remote has its upsides, loneliness is often the tradeoff.
Create opportunities/moments to celebrate and recognize success, both as a company/team and as individuals, Joseph said.
