Many employees, especially knowledge workers, will likely participate in hybrid work arrangements. While hybrid workplaces offer many advantages (e.g., flexibility, balancing work and family demands, working in bias-free environments, fewer hours spent commuting), they can also result in workplace challenges such as:

• People in the office have greater access to resources and higher visibility, often leading to more credit and quicker promotion as a result.Links to an external site.
• Microaggressions can occur in outlets such as Slack, messaging apps, or videoconferencing.Links to an external site.
• For hybrid working environments, those in-person may be given better opportunities for speaking during meetings. Online attendees have difficulty inserting themselves into the conversations or are unable to "read the room.Links to an external site.
• Empathy is key to a healthy workplace and management relationships, but it's harder to develop and express empathy virtually. It's more natural to feel empathy and connection with people we're in front of and who we see every day.Links to an external site.

The goal of this assignment is to develop a 3-page toolkit that will help organizations participating in hybrid work arrangements provide employees flexibility while not losing sight of maintaining inclusive cultures.

The following content should be included in the toolkit:

Page 1

Hybrid Work Arrangements

• Briefly define hybrid work arrangements and discuss how they differ from remote work arrangements.
• Discuss two advantages employees might gain from working in hybrid work arrangements.
• Provide at least one quote from an employee who enjoys working in a hybrid work arrangement.
  • Note! For this portion of the assignment, feel free to use a quote if someone in your team has worked in a hybrid work arrangement.

Page 2

Overview - Hybrid Workplace Policy

Explain one hybrid work policy at a specific company. The company must be one where you or your partner(s) work.

You will discuss:

• Which company is using the policy?
• (Optional) What is the name of the hybrid work policy?
• How does the policy work?
• Eligibility Criteria. Which employees are eligible to utilize the policy?
• (Optional) Is there a specific work schedule employees participating in the hybrid work policy must follow (e.g., available to meet with teams each day from 9 AM-Noon, must be onsite the last week of each month)?
• Is the policy permanent? Or will management re-evaluate the policy?

Page 3

Hybrid Work Arrangements & DEI: Manager & Employee Tips

The purpose of the last page in the toolkit is to share advice for employees who participate in the hybrid workplace policy described previously. Secondly, it helps managers consider how they can mitigate any DEI risks that could be present in hybrid work arrangements.

• Employee Tips. Explain three ways employees who take advantage of the hybrid workplace policy can stay connected with their manager and coworkers.
• DEI Risks. Discuss three DEI risks that might be present for employees participating in the hybrid work policy discussed on page 2. Share examples to support your response.
• Manager Actions. Share three ways managers can foster inclusive environments for employees participating in the hybrid work policy discussed on page 2. Share examples to support your response.