What: A piece from McKinsey about creating the ideal context of hybrid working for all.

Why it is important: Department stores usually have a diverse workforce, and the needs of all employees have to be taken into account to make sure they remain desirable in their future recruitments.

Hybrid and flexible forms of working, boosted by the pandemic-related lockdowns, are here to stay, in spite of what employers would like: 4 out of 5 employees would like such methods to continue in the future. However, hybrid work does not mean the same for all employees, and can contribute to amplifying the differences between all of them. Not so many companies have mastered this challenge so far. What makes the picture worse is that usually, the most underrepresented types of employees favour most flexible ways of working: disabled, non binary or LGBQ+ employees (the reason why they prefer being able to spend time out of the office is understandable). Cherry on the cake, 71% of employees would leave their job if flexible working options were not available anymore.

However, it is difficult to fully adapt working conditions to each employee (workplace of one). McKinsey identifies some recipes to help implementing an acceptable context for all employees:

• Work-life support (demonstrate appreciation for employees non work demands, responsibilities and interests),
• Team building (foster trust, collaboration between members who see each other as human being before colleagues),
• Mutual respect (genuine concern for the well-being of all employees).

Making hybrid work fit with inclusive management