2019 Workplace Trends Report - The rise of the human-centered office - HubSpot
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2019 Workplace Trends Report The rise of the human-centered office
INTRODUCTION The way we work, and the spaces in which we work, are rapidly evolving. Companies have become reliant on digital systems and processes to conduct business, whether that’s record keeping, communication, tracking sales and revenue, marketing, or running their workspace. The phenomenon has been dubbed the “digital transformation.” The responsive, interactive technology driving this change has also empowered individuals to seek personalized experiences, cultivate a greater connection to each other, and demand greater customization from the services and goods they purchase, especially through social media. This shift has changed employee expectations for their workplace and as a result, businesses have had to alter the way they operate to meet those needs and keep pace with the demands of a fast changing economy and technological landscape. A higher tech, more personal, and interactive approach to work and life has been one of the hallmarks of the “millennial” generation. While the millennial generation is still being treated as a “new” phenomenon at work, they already make up the majority of the workforce. Millennials are not just early-career professionals, but organizational and cultural leaders including managers, directors, founders, Vice Presidents, and CEOs. Many of the qualities that have been attributed specifically to millennials, such as valuing community, desiring purpose-driven work, and integrating their work and personal lives, are actually attributes that employees of all ages and generations now value and are actively seeking from their employers. Staying ahead of these cultural shifts in the workplace is essential for employers of all sizes and industries that wish to effectively attract and retain top talent. Based on our research and experience working with thousands of forward-thinking companies across the United States, we have identified the five workplace trends that forward-thinking companies will need to effectively integrate into their workspace to keep pace with the ways in which workplace technology and culture are rapidly evolving. Managed by Q 2019
TRENDS TO WATCH IN 2019
01
The technological evolution of
human-centered workplace design
02
The rise of coworking and the focus
on workplace hospitality
03
Flexible workplace policies
04
Culture is essential for employee
recruitment and retention
05
Diversity and inclusion are
fundamental business practices
01
The Technological Evolution of
Human-Centered Workplace Design
Over the past few years, office design For example, Kickstarter’s headquarters
trends have shifted away from opulent are located in an old pencil factory in
spaces that may have served to impress Greenpoint, Brooklyn, while Aeria Games’
clients or bolster a CEO’s ego, and office occupies in a former warehouse in
now focus on the needs of employees. Berlin.
Workspaces are being designed to bring
the “dream” office to life and create a space Even companies that are locked into
where employees actually want to spend leases in commercial office buildings are
time. Far from simply being a functional incorporating custom design elements that
place to work, the latest office design aims set them apart. Office teams are working
to deliver a unique, holistic, and inspiring with local artists to design decorative
experience to employees. and functional pieces, such as a mural
based on the company’s mission and
This design shift is not limited to interior values, or a custom boardroom table from
decor—office locations are no longer a local furniture maker. The emphasis
ubiquitous. As formerly industrial of these spaces is not just on beautiful
neighborhoods in cities large and small design for design’s sake, but for creating a
are rezoned and revitalized, companies welcoming and functional environment that
are embracing non-traditional spaces to communicates a clear sense of place for the
create a unique setting for their office. people who use them.
Managed by Q 2019
THE TECHNOLOGICAL EVOLUTION OF HUMAN-CENTERED WORKPLACE DESIGN
The shift towards human-centered design dynamic, flexible, and accommodating of
also comes out of a growing fatigue with different types of work, working styles, and
the open plan office. An article published personalities. The goal of these spaces is to
by Inc. in 2016 declared that, “the open help foster productivity and innovation in
office concept is dead,” and research shows whatever form it comes in, whether that is
that workers in open plan spaces are less individual or group work. The office should
focused, experience greater stress, and also enable employees to shift their focus
get sick more often. Matthew Davis, an and remain engaged as they stay in the
Organizational Psychologist quoted in the workplace longer.
article sums it up, writing, “An open plan can
easily fit 300, 400 people in one room—it’s Companies are adding more spaces for
a little bit like chicken factory farms. These quiet concentration, including libraries,
are not places you want to spend much phone booths, upholstered pods, and
time.” “secret” nooks away from the commotion
of the kitchen and lobby. These spaces
And yet time is one of the factors that support quiet focus, a mode of working
reflect the way work is changing. Workers in that is becoming increasingly necessary
the United States are working more hours— in the modern workplace. A Gensler study
an average of 47 hours a week according to found that workers in 2013 spent 54% of
a recent Gallup poll. their time on work requiring individual
focus, which was up from 48% in 2008.
While the disdain for purely open plan The drive to create these spaces has also
spaces has been accelerating, they are not been influenced by cultural attention to
being replaced by the cubicles and private introverts, especially following Susan
offices of the past. Instead, office layouts Cain’s 2012 book Quiet, which explores the
feature creatively divided space that is more ways in which introverts are undervalued
Managed by Q 2019
THE TECHNOLOGICAL EVOLUTION OF HUMAN-CENTERED WORKPLACE DESIGN
The library at Fractured Atlas
in the workspace and how they can be an and video conferencing. Companies that are
innovative force when provided the right focused on physical products, hardware, or
conditions to thrive. design are also adding product labs or studio
spaces for prototyping and experimentation
Collaborative spaces have also been with new ideas and technology. Beyond
reimagined to support different kinds of conference rooms and studios, more
collaboration, both in-person and as well casual collaborative spaces are also found
as with remote team members and offsite throughout offices, including clusters of high-
freelancers. With much of these interactions top desks for standup meetings, comfortable
facilitated by technology, these spaces seating for relaxed meetings, large work
inherently include large screen TVs and tables, and white board walls.
hardware for screen sharing, presentations,
Managed by Q 2019
THE TECHNOLOGICAL EVOLUTION OF HUMAN-CENTERED WORKPLACE DESIGN An extreme example of human- and tech- The increased interest in biophilic, or centered design is Amazon’s now iconic plant-centered, design is rooted in more spheres—a botanical garden-inspired glass than aesthetics. Plants create a relaxed, workspace full of tropical plants and water natural feeling environment, help divide features, which opened in early 2018. They open spaces, and filter the air. A study are perhaps the most prominent example published in the Journal of Environmental of the movement to bring immersive Psychology found that exposure to indoor environments and lifestyle touch points into plants helps prevent fatigue and increase workspace design, a tendency that will only focus, both of which are essential in the accelerate in 2019. modern workplace. Source: GeekWire Amazon Spheres Managed by Q 2019
THE TECHNOLOGICAL EVOLUTION OF HUMAN-CENTERED WORKPLACE DESIGN
With so many different spaces to oversee, These developments will necessitate an
office and operations managers are adaptable approach to office technology
increasingly relying on technology to on the part of office managers. Even the
seamlessly manage them. Many offices have most traditional workplace services, such
an entire “tech stack” to meet employee as lighting, electricity, and heating and
needs and service their space, which cooling systems will become tech-driven
includes an employee communication and “smart.” As a result, office managers
platform such as Slack or Skype, a digital will need to become savvier technology
workplace request and ticketing system, managers in addition to people managers.
calendaring and scheduling apps such as They will need to work hand-in-hand
Calendly and Robin, video conferencing with their IT department to leverage new
software such as Zoom or Highfive, and an technologies for the office and ensure they
IT provider to support all of it. enhance the productivity and comfort of
the workplace. Ideally, increased office
In 2019 and beyond, office technologies will automation will enable operations teams
become increasingly sophisticated. Software to spend less time on the physical upkeep
companies will develop further integrations of their space and more time supporting
to enable more systems to work together their team members through creating a
simultaneously, while larger tech companies responsive, welcoming company culture.
will acquire smaller technology startups.
Managed by Q 201902
The Rise of Coworking
and the Focus on Hospitality
Throughout 2018, coworking—already spaces showcase will remain attractive to
a growing market—gained momentum companies of all sizes.
with major investment, acquisitions, and
market expansion. This growth, especially Coworking companies such as Knotel,
among new and non-traditional coworking WeWork, and Spaces added inventory at a
operators, may move the market towards dizzying pace last year. According to the
saturation and a cooling on entrepreneurial Commercial Observer, coworking spaces
investment in 2019. However, the amenities now account for 1.7% of office space in
and style of working that coworking Manhattan and 1.6% of office space in
The percentage of global commercial real estate that is flexible
5%
currently
30%
in 10 Years
Source: JLL
Managed by Q 2019THE RISE OF COWORKING AND THE FOCUS ON HOSPITALITY
Los Angeles. According to a study by real like environments into their offices to spark
estate services firm JLL, “While the percent greater creativity, collaboration, and out-of-
of global commercial real estate that is the box thinking.
currently flexible hovers around 5%, that
number is expected to grow to encompass On the commercial real estate side, CBRE
30% of the market in the next decade.” entered the coworking market with the
launch of subsidiary Hana, which works with
Coworking is especially attractive to landlords to renovate and operate coworking
growing companies who need to be dynamic spaces. Andrew Kupiec, Hana’s CEO,
with their headcount and change size rapidly commented on the turn towards coworking,
based on funding and revenue. Knotel has remarking, “Sophisticated occupiers want
dubbed the turn towards coworking and private space, but they also want the
dynamic offices spaces the “agile space traditional coworking amenities.” However,
movement,” which stands in direct contrast with coworking becoming increasingly
to traditional commercial leases, where a ubiquitous, it may be a less attractive option
company is locked into a long lease and for companies that are looking to create a
must sublet their space if they need to grow truly unique experience for their employees.
or shrink their square footage. In addition, as traditional commercial real
estate companies foray into the space,
The flexibility, amenities, and hospitality entrepreneurial investors may choose to
offered by coworking spaces has caught the back more innovative, disruptive products
attention—and investment—of enterprise- and real estate solutions. This will lead to
level companies and large commercial real slower innovation in the coworking space in
estate firms as well. Companies like HSBC, the years ahead.
Microsoft, and Deutsche Bank have moved
specific teams into coworking spaces, while Beyond the flexibility of not having a
Capital One has incorporated coworking- traditional lease, one of the reasons the
Managed by Q 2019THE RISE OF COWORKING AND THE FOCUS ON HOSPITALITY
coworking model has caught on is that it catching design that includes designer
offers fully managed spaces that emphasize furniture, artwork, and the latest trends in
hospitality in the workspace. Coworking office decor.
operators manage the office infrastructure
such as wifi, video conferencing, and AV The pricing models for coworking spaces
systems, and provide a range of amenities vary from flat, all-inclusive monthly fees,
such as food and beverages. Meanwhile, to a basic membership fee with ad hoc
their community managers cultivate a sense charges for access to conference rooms or
of connection between the companies snacks. The flexibility and “plug and play”
and entrepreneurs in their spaces through nature of these spaces can be appealing
events and activities that facilitate to companies that are just starting out.
networking and community. Coworking However, as a company grows, coworking
spaces package all of this in modern, eye- can become less cost effective and
The kitchen at SeatGeek
Managed by Q 2019THE RISE OF COWORKING AND THE FOCUS ON HOSPITALITY desirable. Coworking spaces often squeeze While many companies have chosen to in occupants to maximize space and profits. outsource a high-quality office experience For example, CB Insights reported that in for their employees to coworking operators, WeWork’s buildings, the average square employees are coming to expect coworking- footage per person hovers around 50 square like services in all types of office space. In feet compared to the average of 250 square the year ahead, more established companies feet per person for commercial offices will work to replicate the hospitality aspect industry-wide. This square footage is even of coworking in their offices. To create a smaller than the recommended minimum strategic, coherent experience, companies of 150 square feet per person for “dense” may look to hiring an internal community office layouts. CB Insights also noted that or employee experience manager who despite this small footprint, members can oversee office culture and hospitality. pay an average of $8,000 per year. Such These responsibilities include organizing cramped, shared quarters can also make it events and activities, designing a food and difficult to cultivate and maintain a coherent beverage program, and building a strong company culture. Companies that are based employer brand for a company. Companies in coworking spaces are limited in the ways can also partner with modern service in which they can set up their workspace to providers who understand the needs of reflect and reinforce their culture. Working the technology-enabled, modern office and in a shared space can also create an uneven the importance vendors play in creating a experience for on-site client meetings positive, coherent, and responsive employee and lead to a lack of privacy for company experience. functions. Managed by Q 2019
03 Flexible Workplace Policies In addition to personalized office spaces, market, companies are realizing that to employees are seeking out more flexible attract and retain the best talent, they must ways of working, including working remotely increase options for flexible work to full- or part-time. As companies implement support employees’ work/life integration. more human-centered design, workplace Flexibility, including the ability to adjust expectations and policies are also shifting one’s hours and work remotely, has been to reflect the needs of their most critical found to improve employee productivity, resource—their people. With a tight hiring health, and wellness. It enables employees to Managed by Q 2019
FLEXIBLE WORKPLACE POLICIES
balance caregiving responsibilities with their offered flexibility, 83% of respondents saw
paid jobs. an improvement in individual productivity
and 61% found flexibility led to an increase in
As such, offering flexibility can also improve profits.
diversity and inclusion efforts, because
employees with caretaking responsibilities Millennials in particular are seeking greater
are often women. Flexibility also has a flexibility in working hours and policies.
positive impact on companies’ profitability. Gallup’s State of the American Workplace
Inc. reported that according to researchers, report found that 35% of employees polled
working from home appears to make people said they’d change jobs for a flexible work
“happier and ‘massively’ more productive.” environment and the ability to work offsite
A 2016 Vodafone study of 8,000 employers full-time, while an additional 37% said
and employees across small, medium, and they wanted to be able to choose to work
enterprise-sized businesses in 10 countries remotely at least part-time. The desire to
supported this, separately finding that when work at home reflects the developing reality
The benefits flexibility
83%
improved
61%
increase in
productivity profits
Source: Vodafone
Managed by Q 2019FLEXIBLE WORKPLACE POLICIES
of the American workplace—the American back their remote work policies in an effort
Time Use Survey found that 24% of full-time to drive innovation and increase employee
workers did work at home in 2017. A study togetherness. Ironically, part of what drove
by Pepperdine University found that 69% of this policy shift was a need to compete with
millennial workers believe they don’t need to younger, more flexible companies. In 2018,
work in an office regularly to do their jobs. the job search startup Werk commissioned
a study on flexibility in the workplace and
Despite the desirability and benefits of found that 96% of the workforce needs some
flexibility, most companies are not keeping form of flexibility, but only 42% of workers
up with the demand for it. In 2017, large have have access to it, and only 19% have
companies such as Yahoo, Aetna, and Bank access to a full range of flexible options at
of America caused a media storm by rolling work. Unfortunately, flexibility and flexible
Flexibility in the workplace
96%
42%
need flexibilty
19%
have access to
flexibility
have access to a full
range of flexible options
Source: Werk
Managed by Q 2019FLEXIBLE WORKPLACE POLICIES jobs still carry a stigma that workers with To be effective, workplace flexibility needs flexible schedules are somehow working less to be supported by well-defined policies than those with more traditional hours. that apply equally to employees at all levels Flexibility necessitates a culture of trust. and can be customized to employees’ Without it, employees often feel they have specific needs and lives. In the coming to “make up” for the time they are not in the year, companies will continue to become office, and as a result, some workers with more flexible by supporting, and at times flexible schedules tend to work more hours, enforcing, work/life integration through clear according to sociologist Dr. Heejun Chen. policies that they can also use to build their Summarizing her study on flexible work she employer brand, attract new employees, and wrote, “In general, if you have more control retain current employees. This may take over your working hours you tend to worry the shape of “minimum vacation policies,” more when you are not at work—and this implementing “no meeting days,” the ability is especially the case for those workers to work from a variety of locations to with most control over when and where maximize productivity, or shifting work hours they work.” Chung found that the most to accommodate caretaking responsibilities. flexible workers, those employed by the “gig However, it will be up to company leadership economy” were also in the most insecure working with their People and Culture teams positions. She explained, “This increase in with input from all employees to forge tendency to worry seems to be highest in innovative, flexible policies that respond to countries with high unemployment rates, the specific requirements of their company less stable labor market conditions, and if and culture. employees have a lack of negotiating power.” Managed by Q 2019
04
Culture is Essential for Employee
Recruitment and Retention
In 2018 the United States experienced the can add as an “extra” or a perk, instead it
lowest unemployment rate in 18 years, must be authentic to the company itself.
at 3.7%. In the technology sector, the According to the Deloitte Millennial Survey,
unemployment rate dropped to 1.9% in millennials’ loyalty to companies and trust
May of 2018. As a result of the tight hiring of businesses’ ethics has deteriorated.
market, companies are competing for talent However, a study by Pew Research found
and the recruitment and hiring process has that millennials tend to stay with their
become more candidate driven. According employers longer than the previous
to the website Talent Now, 86% of the generation did at the same age. According
most qualified candidates for a company’s to Pew, “In January 2016, 63.4% of employed
open positions are already employed and Millennials, the generation born between
not actively seeking a new job. As a result, 1981 and 1998, reported that they had
employers must find ways to distinguish worked for their current employer at least 13
themselves to candidates and retain months. In February 2000, somewhat fewer
their current employees, making a robust 18- to 35-year-olds (59.9%)–most of whom
company culture an essential factor in the are today’s Gen Xers—reported similar
health of their business. job tenure. Looking at young workers with
longer tenures, 22% of Millennial workers
Culture is not just something that employers had been with their employer for at least five
Managed by Q 2019CULTURE IS ESSENTIAL FOR EMPLOYEE RECRUITMENT AND RETENTION
years as of 2016, similar to the share of Gen
X workers (21.8%) in 2000.” Pew speculated The cost of
that Millennials may be staying with their employee turnover
employers longer due to their overall higher
levels of education as a generation, which
tends to influence tenure. In addition,
because of the tight hiring market, other
40%
Of Employees
jobs available may not seem as enticing, high Planned a Job Change
paying, or as interesting as their current
20-26
position.
That said, employee churn is expected.
According to a survey by Talent Now, 40% Weeks it Takes to Get
of employees surveyed planned to change a New Hire Up to Speed
jobs in 2018. When employees do leave, it
$7,645
costs about $7,645 to hire a new employee,
according to a study by the National
Association of Colleges and Employers.
Replacing an employee also means a loss The Average Cost to Hire
of productivity, as it takes about 20 to 26 a New Employee
weeks to get a new hire up to speed, during
1-2.5%
which a company loses 1% to 2.5% of their
revenue, according to a study by Mellon
Financial Corporation.
Loss of Revenue During
the Transition
More than a job, employees want to feel
like work gives them personal purpose and
Managed by Q 2019CULTURE IS ESSENTIAL FOR EMPLOYEE RECRUITMENT AND RETENTION
an opportunity to be part of something concerts, they are focusing on the same
larger than themselves. Many candidates idea of building bonding and standout
can have their pick of employers, especially experiences into the workday and office
in low unemployment fields like high culture. Companies are sponsoring and
tech—so companies need to stand out by encouraging employee clubs and activity
appealing to their employees’ personal and groups, such as game nights, running,
professional ambitions. As a result, 2018 yoga, book, and movie clubs, and groups
saw the rise of branded, company-wide that focus on community service. They are
experiences, such as Camp WeWork and also expanding opportunities for learning
Camp Compass, as an essential part of an beyond traditional professional development
employee’s job and company culture. While to include employee-led classes and skill
company retreats have long been part of shares, language lessons, and internal
businesses’ practice, these gatherings not speaker series. For example, Glossier hosted
only focused on an opportunity for creative Samin Nosrat, host of the Netflix show Salt,
thinking and strategy, but reinforced Fat, Acid, Heat for a talk for their employees,
company culture, connected national and and Hubspot’s internal speaker series has
global employees, and established the hosted prominent guests such as the former
companies as desirable places to work. Governor of Massachusetts to the editor of
WeWork flew in teams from all over the the Boston Globe.
world, including from recently acquired
companies like Meetup and Flatiron School, Vanessa Shaw, founder of the Human Side
and brought in pop band Bastille to perform, of Tech, commented, “Employees want
adding a veneer of exclusive cool to their professional development. They want
company-wide retreat. promotions. Millennials, in particular, want
to feel like they’re making an impact.” To
While not all companies can afford, or this end, companies are also incorporating
choose to spend their money on, private volunteering, civic engagement, and social
Managed by Q 2019CULTURE IS ESSENTIAL FOR EMPLOYEE RECRUITMENT AND RETENTION
responsibility into their employee experience bolster their cultural and community efforts
and their employer brand. For example, REI to differentiate themselves and publically
has closed on Black Friday for the past few illustrate their values.
years, publicizing the slogan “Opt Outside,”
to raise awareness about outdoor spaces Another way companies are working to
and activities—and make a bold brand stand out is by building a distinguishable
statement. Employers such as Patagonia brand not only for their customers, but
publicized their decision to close on Election also for their employees and prospective
Day to give their employees the day off to employees. Building an “employer brand”
vote, a trend that is growing. that works alongside the sales-driven
Companies are looking for creative and meaningful
ways to reward and recognize their employees to
highlight the company’s values, support employee
retention, and appeal to potential hires.
A survey by the Society for Human brand has been prioritized in the past
Resources Management found that a record year. In conjunction with employee-centric
44% of U.S. firms gave workers paid time off workplace design and company policies,
on Election Day in 2018, up from 37% in 2016. companies are looking for creative and
Efforts like these not only attract positive meaningful ways to reward and recognize
attention to the company as an employer, their employees to highlight the company’s
but make employees feel like they can not values, support employee retention, and
only express their personal values at work, appeal to potential hires. To this end, more
but through those of their employer. As the companies are creating unique employee
labor market remains tight, companies will gifts that mark personal personal and
Managed by Q 2019CULTURE IS ESSENTIAL FOR EMPLOYEE RECRUITMENT AND RETENTION
professional milestones. These gifts, like forgettable swag of the past and using
custom backpacks, water bottles, jackets, employee gifts and company swag as an
hats, and enamel pins create an air of important part of the overall employee
collectability and exclusivity— experience.
strategies more usually associated with
designer streetwear brands. They also In another effort to differentiate themselves
add to a company’s desirability as an and further showcase their values, companies
employer. In creating these gifts, companies are connecting their in-office amenities to
such as Casper, BARK, and Intercom are their values and ethics. For example, many
emphasizing quality over the disposable, are choosing to order team meals and event
Employee swag at Casper
Managed by Q 2019CULTURE IS ESSENTIAL FOR EMPLOYEE RECRUITMENT AND RETENTION catering from businesses that support the need to order canned drinks. Finally, local farmers and independent restaurants, the vendors and service providers that such as New York City’s Green Top Farms companies choose to maintain their office and FoodtoEat or growing chains like can also reflect their values. Managed by Q Sweetgreen, Dig Inn, and Tender Greens. specifically works with independent, local Some offices may even extend this idea businesses to provide high-quality office by working with farm-to-desk providers services custom to an employer’s space. like Brooklyn-based SquareRoots, which As companies work to strengthen their delivers locally grown greens directly to culture and differentiate themselves as offices. Amenities can also emphasize employers, they will increasingly focus on health and environmental impact. For amplifying their mission and values through example, choosing to have cold brew coffee employer branding, cultural experiences in on tap reduces the need buy coffee in the workplace, and employee services and plastic cups, and having a smart water and amenities that reflect their team’s lifestyle seltzer dispenser like Bevi cuts down on choices. Managed by Q 2019
05
Diversity and Inclusion are
Fundamental Business Practices
Over the past year, the practice and Reset and reporter Emily Chang’s Brotopia
conversation around building inclusive brought increased critical attention to
workplaces has evolved rapidly. Efforts to discrimination in the tech industry. Over the
build strong workplace culture, effectively past year the #metoo movement has also
recruit and retain employees, and create exposed employee harassment by company
a human-centered office will not endure leaders, highlighted weak corporate anti-
without policies that create, support, discrimination policies, and illustrated how
and enforce an inclusive and respectful far many industries have to go to create
workplace. safe and inclusive work environments for all
employees.
Diversity and inclusion are now a
requirement when it comes to the Post-#metoo, workplaces and governments,
workplace, both legally and culturally. including New York State, have implemented
While tech companies have long sponsored mandatory training on sexual harassment in
events like women’s coding programs or the workplace. Companies have also begun
conferences in an effort to tip their hat to scrutinize which aspects of their company
towards diversity efforts, these surface-level culture could potentially contribute to a
efforts are no longer viewed as sufficient. hostile work environment. For example,
Books such as venture capitalist Ellen Pao ’s WeWork put limitations around the hours
Managed by Q 2019DIVERSITY AND INCLUSION ARE FUNDAMENTAL BUSINESS PRACTICES
in which their occupants could consume sponsored and employee-driven groups
complimentary beer on tap during the day. that advocate, organize activities, and raise
Companies are also more widely adopting— awareness for employees from diverse
and publicizing—clear codes of conduct, backgrounds. These groups often focus on
which outline unacceptable behavior and its members of underrepresented communities,
consequences. such as veterans, LBGTQIA people, or
specific ethnic groups within the workplace.
As prospective employees scrutinize
employers more heavily based on their Finally, when it comes to equal pay, more
diversity and inclusion policies and companies have been going through
practices, companies will adjust their independent, third-party reviews and audits
recruiting practices to build more diverse of their compensation data, such as those
teams. For example, Facebook has taken offered by bethanye Blount’s company
what they call a “diverse slate” approach to Compaas, to ensure that all employees
hiring where they aim to interview at least are being equally compensated based on
one candidate from an underrepresented their work, position, and experience. These
background for every open role. Other kind of audits will become more common
companies are choosing to lengthen the and companies can use them as another
hiring process for open roles so that they tool for employer branding, so prospective
can ensure they consider a diverse range of employees from diverse backgrounds can
applicants. be confident that they will be compensated
fairly when joining a new company.
To retain employees from diverse
backgrounds, companies are also In addition to being more responsive to
sponsoring groups that help team members employees’ personalities and working
feel welcome and connected. Employee styles, the physical office space must also
Resource Groups (ERGs) are executive- support inclusion. In offices with more than
Managed by Q 2019DIVERSITY AND INCLUSION ARE FUNDAMENTAL BUSINESS PRACTICES 50 employees, the Department of Labor with limited mobility and disabilities. requires a wellness room for nursing parents Companies are becoming more responsive and employees with medical needs that is to employees’ gender identity and separate from the rest of the office, blocked expression through cultural initiatives, from view, has a locking door, comfortable company policy, and workspace changes. seating, and refrigeration. Offices also must This is especially important because ensure that their workstations, common an increasing number of states prohibit areas, conference rooms, and other spaces discrimination based on gender and sexual are accessible and welcoming for people orientation and open legal avenues to Source: Basicspace A private office space at Ordergroove Managed by Q 2019
DIVERSITY AND INCLUSION ARE FUNDAMENTAL BUSINESS PRACTICES identify as gender non-binary on legal companies are also adding gender-neutral documents. During employee onboarding, restrooms in their offices and informing office introductions, and at public events their employees they are welcome to use that require name tags, more companies the facilities that correspond to the gender are inviting employees and guests to self- with which they identify. As the number identify with their preferred pronouns, of Americans who identify as LGBTQIA including the gender-neutral they/them. and gender non-conforming increases, HR departments are also auditing benefit from 8.1% of millennials according to packages to ensure they cover health a 2017 Gallup poll, these practices will care for transgender employees and become increasingly important and central revising dress code policies to ensure to workplace inclusion and employee they are gender-neutral. In line with the recruitment and retention efforts. Human Rights Campaign’s 2016 report “Transgender Inclusion in the Workplace,” Employers need to be intentional, over 330 companies have adopted “gender thoughtful, and explicit in their efforts to transition guidelines” to ensure they are increase diversity and foster inclusion, administratively and culturally equipped to understanding that they are not simply support employees who undergo a gender “nice to have,” but factors that are transition during their tenure. To ensure that connected to a company’s overall success transgender and gender non-conforming and performance. people feel comfortable and safe at work, Managed by Q 2019
CONCLUSION Throughout 2018, the movement towards more “human-centered” workplace design, policy, and culture has accelerated. This approach to work spaces and culture contrasts the purely “open plan,” “hierarchy-free” spaces and organizations that became popular four to ten years ago. These offices offered little respite for different types of work and different personalities. In their effort to enforce a feeling that everyone was equal, they instead took a blanket, generic approach to work and the office. While coworking spaces have been gaining momentum and major investment, the one-size-fits-all coworking model is also antithetical to this movement to customize offices to the specific people and companies that are using them. Despite their trendy design and slick amenities, many of which come at an added cost, coworking spaces tend to take a cookie-cutter approach to what creativity and collaboration looks like in the workspace. Instead of one-size-fits-all or adhering to specific trends, company leaders, office operations teams, and people and culture departments can feel empowered to create a workspace that serves their team members, culture, and business needs. Just as the “digital transformation” has enabled consumers to demand and expect a more personalized experience when it comes to the goods and services they purchase, these shifting cultural expectations around work enable companies to look within and see how they can best meet the needs of their employees and culture. Companies can now fully embrace their own model of hospitality, design, and culture to highlight their values and differentiate themselves as an employer. In an era when employees are looking for purpose as well as a profession, and work and personal life are becoming increasingly integrated, employers will be scrutinized based on how well they support flexibility and diversity and inclusivity in both their policies and physical office space. To be successful and remain relevant in 2019 and beyond, companies must embrace their individuality and create spaces that respond to the needs of their employees and align Managed by Q 2019
In an era when employees are looking for purpose as well as a profession, and work and personal life are becoming increasingly integrated, employers will be scrutinized based on how well they support flexibility, diversity, and inclusivity in both their policies and physical office space. To be successful and remain relevant in 2019 and beyond, companies must embrace their individuality and create spaces that respond to the needs of their employees and align with their mission and values. For companies looking to create a forward-looking experience for their team, Managed by Q can help manage the entire workplace, from regular maintenance and event planning to custom design and staffing an employee experience manager. Managed by Q’s services enable workplace operations and people and culture teams to implement the many features, amenities, and policies that have quickly become fundamental to the modern, human-centric workplace. Managed by Q 2019
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