Change in our society starts at the margins... and we can spot the same trends inside organizations.
When I study cultural change, one of the principles is that change comes from the margins. If we focus on top-down workplace cultural fit, we forget to listen to the edges. But workplace culture needs to listen to these neglected voices to show us what the future looks like. So how can we do this?
One way of doing this is through setting up employee resource groups; groups of workers who join together based on shared identities or life experiences. “The real value of ERGS is creating space to have important conversations and devise solutions that come straight from the source, as opposed to being dictated from the top,” says Abadesi Osunsade, VP of global community and belonging at Brandwatch, a digital consumer insight agency.
Flexibility must also be embedded into our work culture. One lesson from this period is that uncertainty is a given. Now is not the time to nail down a rigid structure of work , which might not suit the needs of a diverse workforce or the next wave of change. this year from the Behavioural Insights Team, which works with governments and other organisations, revealed the gender impact of imposing a set number of days in the office.
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