Change is the only constant and nowadays people adapt faster to uncertainty. Employee benefits are going beyond compensation. Now they demand flexibility, space, support, and trust from employers. The pandemic has forced organizations to offer remote accommodations and a new way of work but it also has created a feel of exclusion. 

Creating a sense of belonging is key. Marcel Schwantes shares findings from the “Redefining Inclusive Leadership” report and ways businesses can focus efforts to equip managers to lead in an inclusive way that drives sustained impact, change, and results in his Inc. article. 

1. Managers are vital to promoting inclusive leadership. “In order to support their teams, managers need to relearn key mindsets and behaviors to lead people in the new world of work,” explains Schwantes. “Traditional approaches to diversity and inclusion often place the burden of advocating and affecting change on the underrepresented group.” 

2. Underrepresented groups need more psychological safety. “Without inclusive leadership, we risk losing talent and creating a more homogeneous workforce at just the moment when we need a diversity of ideas, perspectives, and approaches to drive performance and innovation in an increasingly complex environment,” suggests Schwantes.  

3. Women and parents need more support than ever. “With varying and unpredictable school closures, a general lack of childcare options, and uncertainty around work-from-home arrangements,  parents, especially women, face unique, ongoing challenges,” Schwantes writes. The report highlights that “when it comes to well-being, feeling supported is associated with a 17 percent boost in women’s and 28 percent boost for parents’ actual well-being since the pandemic began.” 

4. Different work arrangements have different benefits. The direction many employees now prefer is a hybrid work environment. “Hybrid (part-time remote, part-time in-office) work has a disproportionately high impact on well-being. Hybrid work appears to provide a distinct well-being advantage for employees,” mentions Schwantes. Managers will need to devote more time to coach and focus on the career development of their employees.