DWG releases the first in a series of three reports on inclusivity in the digital workplace, including insight into the disconnect between employers and their employees

Digital Workplace Group (DWG) has released the first in a series of three reports aimed at exploring the inclusive digital workplace. The first of these, Nurturing digital inclusivity, is available now and covers the topic of how organizations can approach creating an inclusive digital workplace for their work communities. With inclusive, equitable workplaces at the top of many leaders’ agendas, and hybrid workplaces on the rise, the paper offers timely insight in how essential it is that inclusivity efforts extend to the digital workplace.

The paper delves into what inclusivity means within the context of digital environments, taking in areas such as understanding exclusion, inclusive design, inclusive communications and content, and inclusive ways of working. It also includes an interview with DEI practitioners and co-authors of The Conscious Communicator, Janet M. Stovall and Kim Clark.

DWG, who counts Adobe, The Coca-Cola Company, Michelin, Nestlé, UNHCR and Wells Fargo as clients, usually discloses information exclusively to its members, but has released this latest report to the public to give a broader insight into what it means to be digitally inclusive. The report reveals the disconnect between employers’ understanding and employees’ satisfaction when it comes to digital inclusion and offers practical advice for organizations looking to improve their practices, as increasing numbers address the ever-changing nature of flexible working.

As many as 87% of managers surveyed for the report believed they fostered an inclusive digital workplace, while in contrast only 31% of employees felt the same way. This differing of opinion reflects a gap to be bridged between managers’ abilities to harness the digital workplace for inclusive working environments, and the actual experiences of employees. This demonstrates the essential role that organizations and managers have in levelling up their skills to nurture inclusive cultures, which in turn contribute to retaining talented employees.

While many have invested in systems and processes that empower employees to have their opinions heard, organizations are also finding it challenging to evolve their cultures and ways of working to take in a more hybrid way of working. This need for developing inclusive ways of working that are suited to in-person, virtual, and mixed-presence teams can, when not met, lead to employees feeling isolated, excluded, and as though they don’t belong.

Additionally, while DWG’s survey revealed that managers need support in learning how to manage their teams inclusively via the digital workplace, at the same time 58% of managers felt that their workforce didn’t possess the required digital skills to work remotely. A maturing of skills and understanding is therefore needed across all aspects of an organization to ensure that more flexible, digital ways of working aren’t accompanied by experiences of exclusion. DWG’s report aims to support learning in this area, identifying the key issues on inclusivity and putting forward methods that organizations can take to be more digitally inclusive.

The author of the report, Shimrit Janes, who is particularly passionate about this the area of inclusivity, said:

“The current focus on creating equitable organizational cultures is long overdue. As part of this work, it is essential that particular attention is also paid to how the design and use of digital workplaces can contribute to experiences of either exclusion or inclusion across a work community. This isn’t a nice-to-have but plays a crucial role in creating organizations – and indeed societies – in which barriers are removed for participation across the full spectrum of the human experience. It was an honour to work on this research for DWG, and I’m excited to continue working, learning and collaborating in this area.”

With over 20 years-experience in workplace best practice and a recent Net Promoter Score (NPS) of 69.2, DWG’s insights are valued across the world of business. The second and third in the series of reports will cover ‘Forging digital ethics’ and ‘Prioritizing digital accessibility’ and is a must read for employers looking to improve their digital workplace practices and drive environments of inclusivity and belonging.

Download the first report for free here: digitalworkplacegroup.com/reports/the-inclusive-digital-workplace/