This shortcoming has impacted morale within these organizations and contributed to the chaos that many have already been living in.
However, the first step would be to identify what the organizational culture is, and regrettably, many organizations and businesses have not invested time to articulate their culture and core values. The concern about maintaining organizational culture is top of mind for many leaders in this hybrid work environment. For organizations that bypassed these reflections on equity, the ramifications are already underway around their place in the market and their reputation and culture. Unfortunately, not all leaders were ready for this explanation.
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As the pandemic took over our personal and professional operations, it has also challenged us to question whether we may have been actually compromising “productivity” for bottom-line metrics.Īs a Diversity, Equity, and Inclusion consultant, I have seen first-hand how the events of 2020, namely the Covid-19 pandemic and the racial justice awakenings, have caused companies to question the origins of some of the standards that we called “best practices.” Revisiting these practices has meant also having to articulate their existence, which is often rooted in racist policies and power imbalances. Specifically, we need to go beyond seeing well-being simply as a tool to further business results. The past year has shown us that we can still be productive outside the office, but to be sustainable, we will need to focus on social and environmental responsibility, including the well-being of staff. The 2020 digital evolution to implement remote work has been phenomenal - an unexpected boost in productivity and with that an evolution in the need for transparency and authenticity from leaders. For a long time, my clients assumed that sustainability came from productivity, and productivity alone.
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