Can AI Help Eliminate Hiring Biases & Create More Diverse Workforces?


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When recruiters and hiring managers unconsciously favor certain candidates due to hiring bias, they exclude qualified individuals who don’t fit their preconceived notions of what a “good” candidate looks like. This can perpetuate systemic biases and create workplaces that lack diversity of thought, experience, and perspective.

Organizations that lack diversity tend to struggle with innovation, creativity, and problem-solving. On the other hand, inclusive teams are over 39% more productive. Therefore, eliminating biases in the hiring process can build a dynamic workforce that is capable of maximizing innovation and driving financial growth.

In this article, we help you identify hiring biases during each stage of the hiring process and outline strategies to eliminate them. We also highlight real-world examples of companies that have implemented diversity initiatives and demonstrated the positive impact on innovation and business performance.

What is hiring bias?

Hiring bias means relying on opinions, inclinations, and unfair standards when evaluating a candidate’s fit for a role. The following outlines various types of hiring bias. These biases are generally unconscious, meaning individuals may not be aware of their own prejudiced beliefs influencing their decisions.

  • Affinity. This type of bias, also known as similarity bias, describes the tendency to prefer candidates who share one’s characteristics, such as background or work experience.
  • Confirmation. Confirmation bias involves focusing on information that supports existing opinions or beliefs. For example, a hiring manager who believes that Ivy League graduates are the most qualified may be more likely to consider candidates from those schools.
  • First impression. This bias occurs when we form an opinion of someone based on initial interactions, which can lead to hasty judgments about a candidate’s qualifications or suitability for a role.
  • Demographic. Demographic bias occurs when a hiring manager favors or discriminates against a candidate based on their demographic characteristics, such as beauty, gender, race, age, or sexual orientation.
  • Gut feeling. This type of bias is based on an intuitive feeling rather than objective criteria. It can lead to decisions that are not based on the candidate’s actual qualifications or abilities.

Implicit biases can affect hiring decisions because they influence how hiring managers perceive and assess candidates. This can lead to a lack of diversity in the workforce and limit opportunities for qualified candidates who don’t fit these unfair standards.

Identifying bias in the hiring process

fair hiring process creates a diverse and inclusive workplace. Despite the best intentions, unconscious bias can creep into the recruitment process. In this section, we will identify potential biases that may arise at each step of the hiring process and provide actionable ways to avoid them.

Job descriptions

A biased job description can discourage qualified candidates from applying and lead to hiring the wrong candidate. One of the ways to avoid bias is to use inclusive, gender-neutral language in the job listing. Gendered language can create bias against certain demographic characteristics and discourage otherwise qualified candidates from applying.

Another example is industry jargon, which can exclude candidates from other industries and similar fields. Use easy-to-understand language instead, allowing a wider range of candidates to apply, even if they don’t have experience in a specific industry.

When listing job qualifications, highlight skills and competencies required for the position rather than specific degrees. This can prevent confirmation bias, where the hiring manager believes that an applicant with that degree is the best candidate for the job.

Resumes and applications

Traditional resumes can create biases during the recruitment process, possibly leading to discrimination against certain job applicants. For instance, someone’s name can affect their chances of being selected for an interview, as some names may be associated with a particular race, gender, or ethnicity.

This is where affinity bias can also come into play: The reviewer may favor candidates with similar backgrounds, education, or experience, even if those factors are irrelevant to the job requirements.

Interview process

Unstructured interviews often rely on an assessment of culture fit, a candidate’s ability to fit in with the company’s culture. Unfortunately, this can lead to an interviewer going with their “gut feeling” rather than assessing the candidate’s skills and competencies, which can result in bias.

Conversely, a structured interview process involves a standardized set of questions to prevent unconscious bias. Unlike unstructured interviews, where the flow of the conversation depends on the interviewer, structured job interviews ask the same set of questions of all candidates, setting a more fair candidate assessment process across the board.

The role of hiring managers and HR professionals

HR professionals and hiring managers are largely responsible for ensuring that the organization’s workforce is diverse and inclusive. To ensure this dynamic, they need to be well-equipped with knowledge and continuously promote DEI (diversity, equity, and inclusion) throughout the hiring process.

Training programs, seminars, and courses, such as Coursera’s courses on unconscious bias, can be a great way for hiring managers and HR professionals to understand and mitigate the impacts of bias on the hiring process. Other benefits of these courses include creating a more diverse and inclusive workforce, improving the quality of hires, and enhancing an organization’s reputation.

Implementing DEI initiatives into each stage of the hiring process also helps avoid bias. These initiatives can include training teams on diversity in the workplace and conducting regular reviews of the hiring process to identify and resolve any biases.

Assessment and decision-making tools

To improve the hiring process and mitigate unconscious bias, consider using the following assessment and decision-making tools. Adopting these methods can standardize evaluations and promote fair hiring decisions.

  • Online assessments. Online tests can be tailored to assess specific skills and competencies, ensuring candidates are evaluated based on their abilities rather than personal characteristics like gender, sexual orientation, age, race, or ethnicity. For instance, a skill-based test for a software development role might ask the candidate to complete a coding challenge, which can be objectively evaluated based on the quality of the code.
  • Networking platforms. Platforms such as LinkedIn offer an excellent opportunity to build a diverse pool of candidates from different fields, backgrounds, experiences, and demographics. Posting open positions on these platforms and using inclusive language in job descriptions can help organizations attract diverse applicants and improve their chances of finding the best candidate for the job.
  • Decision matrices. Consider using a hiring rubric to evaluate applicants based on predefined criteria, such as skills and experience, to compare and rank candidates objectively.

Bias elimination strategies

Eliminating common hiring biases can foster the creation of a diverse team and can bring new ideas, perspectives, and insights to your organization. Below are some strategies to eliminate bias during the hiring process and promote an inclusive work environment.

Redefine culture fit

Culture fit has traditionally been used as a criterion for evaluating candidates during the hiring process. Unfortunately, this approach can lead to a lack of diversity and inclusion, as it tends to favor candidates who share the same backgrounds and experiences as those already in the organization.

Instead, companies have started looking for values fit or culture adds to encompass the values and goals of the company in serving its customers rather than focusing on candidates’ personalities or backgrounds. This broader understanding of culture values diversity and can lead to a more inclusive workplace.

Assemble diverse hiring teams

Hiring teams should include individuals from different backgrounds and perspectives. This helps counteract personal and collective biases that can influence the evaluation of candidates.

By assembling a diverse hiring team, organizations can ensure that various perspectives are considered during the hiring process, leading to fair candidate evaluation, which can increase workforce diversity and inclusiveness.

Use skill-based hiring practices

A skill-based hiring approach allows the interviewer to evaluate candidates based on their abilities to perform the job functions rather than their educational qualifications or work history. Skill-based assessments like those provided by TestGorilla focus on evaluating candidates’ practical skills and capabilities rather than their industry experience or personal information, driving toward a fair and objective selection process.

Try blind recruitment

An effective solution to avoid unconscious bias is implementing blind recruitment practices. This involves having a team member scan resumes first and block off information like gender, name, and interests before documents are reviewed by an HR professional.

Some AI tools can anonymize candidate information, but they must be set up correctly to prevent unintended bias.

Standardize unbiased interview questions

Create a set of questions to evaluate a candidate’s experience and how they would respond in various scenarios, keeping the process consistent for each interviewee. This way, the interviewer can assess the candidate’s skills and competencies based on their responses to the same set of questions, minimizing the risk of personal biases.

These questions should assess competencies and job fit without bias. An example of an unbiased interview question is, “Can you share a time when you had to overcome a challenge within your team?”

This question assesses the candidate’s teamwork and problem-solving skills without making assumptions or invoking stereotypes about their background or identity. It’s also open-ended, allowing the candidate to showcase their experience with a comprehensive picture of their abilities.

Diversify your recruitment channels

Instead of relying solely on common recruitment techniques, such as job postings on your company website or job boards, you can explore other avenues to source a wider range of applicants. Posting job openings on social media platforms like Facebook and X (formerly known as Twitter) can help you tap into new talent pools.

Attending job fairs and other recruitment events can also be a great way to meet a diverse range of candidates. You can connect in person with candidates with different backgrounds, skill sets, and experience levels and provide a more personal touch to your recruitment efforts.

Leveraging technology to eliminate hiring bias

Technological tools and platforms, such as applicant tracking systems (ATS), have been designed to support unbiased hiring. An ATS is often equipped with blind screening features that anonymize resumes by removing identifying information such as name, age, gender, and race. This approach lets hiring managers focus solely on candidates’ qualifications, skills, and experiences.

AI-based assessment tools are another way to evaluate candidates based on skills and potential rather than background. For example, Pymetrics is a platform that uses behavioral science and AI to help companies make better hiring decisions. It offers games that assess job candidates’ cognitive and emotional traits, such as attention to detail and problem-solving skills, to help recruiters and hiring managers make more informed decisions.

Using AI in the assessment process helps ensure results are objective, unbiased, and data-driven, making the hiring process more efficient, effective, and fair for all candidates.

However, HR technology is not infallible. Regular audits are necessary to ensure that the technology is functioning as desired.

For instance, Amazon’s AI-driven recruitment tool was biased against women, as it had been trained mostly on men’s resumes. This underscores the importance of frequent reviews to detect any potential biases.

Successful diversity and inclusion initiatives

To illustrate the power of implementing DEI initiatives in the workplace, below are three case studies from companies that have successfully integrated practices that reduce or eliminate hiring bias from their organizational culture.


According to Microsoft’s 2023 Diversity & Inclusion Report, the company has implemented employee resource groups (ERGs): voluntary, employee-led groups that aim to create a sense of community and support members who share common backgrounds, interests, or experiences. Examples include the Black and African American ERG and the Women at Microsoft ERG.

Microsoft has also created racial equity initiatives. One of their goals is to double the number of Black and African American employees in the U.S. by 2025 by increasing recruitment efforts in underrepresented communities.

Microsoft is committed to pay equity, meaning employees are paid fairly regardless of gender or ethnicity. The company has been actively hiring those with self-identified disabilities as well, and has developed accessibility tools to help them be more productive at work.

Due to these initiatives, Microsoft has seen a 31.2% increase in women in its global workforce and achieved equal pay for men and women. A substantial 84.6% of employees also demonstrate allyship, which means supporting and advocating for all workers.

These efforts have created a more inclusive and supportive working environment at Microsoft, and helped the company attract and retain top talent from diverse backgrounds.


Healthcare and medical devices company, Abbott, has implemented 10 employee networks that provide mentorship and professional development opportunities for workers. They’re also developing a STEM program providing internships for more than 100,000 young people, 50% of whom belong to underrepresented groups.

Abbott has also partnered with historically black colleges and universities (HBCUs) to improve and enhance cybersecurity education and coursework. This helps develop their talent pool while providing opportunities for underrepresented communities.

These efforts have yielded impressive results: a 21% increase in Abbott’s women leaders from 2021 to 2022, a 55% growth in their disability network, and a 16% increase in women in STEM. Abbott’s commitment to diversity and inclusivity is creating a fair and equitable workplace for all employees.


Airbnb has taken several measures to foster diversity and inclusivity in its workplace. The company supports organizations like the Hispanic Scholarship Fund and Latinas in Tech, and partners with women-owned financial services firms.

They also encourage a sense of belonging for workers by supporting 19 employee resource groups . The company has expanded its diversity and bias training, including inclusive interview practices for hiring managers.

As a result, 48.3% of Airbnb’s workforce identify as women as of 2022, and 15% are underrepresented minorities. The company has set a goal to reach 20% of underrepresented minorities by 2025 thanks to a structured diversity plan that includes team participation goals for diversity and belonging skill-building activities, such as a specific attendance rate for their Blocking Bias and Allyship courses.

Impact of diversity initiatives

Diversity initiatives impact a company’s culture, team dynamics, and bottom line.

According to a Pew Research study, 72% of employees feel that policies to ensure all employees are treated fairly in hiring, pay, or promotions positively impact where they work. Other Deloitte research finds that diverse teams make better decisions 87% of the time.

By addressing hiring biases, companies can create a more inclusive workplace environment that fosters creativity, innovation, and success.

Maintaining a diverse workforce

Creating an inclusive work environment promotes a sense of belonging and respect among all employees. Here are a few ways you can maintain a diverse workforce.

  • Foster a supportive work environment. Create a work culture where all employees feel valued by implementing policies like flexible work arrangements and diversity training.
  • Make hiring practices inclusive. Examples include ensuring job postings use inclusive language, and partnering with organizations that support underrepresented groups.
  • Continuous assessment. Use metrics to refine and enhance inclusivity efforts. For example, if the turnover rate among employees from underrepresented groups is higher than for others, find out why, and use that data to develop retention strategies that support them (such as career advancement opportunities).

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6 Tips for Creating a Successful Hybrid Work Situation (& 4 Mistakes to Avoid at All Costs)

6 Tips for Creating a Successful Hybrid Work Situation (& 4 Mistakes to Avoid at All Costs)

While the global workforce was increasingly shifting toward remote work before 2020, the COVID-19 pandemic forced many organizations to quickly adapt to remote work environments. While some companies continue to support entirely remote workforces, others now require team members to work in the office either full-time or on a hybrid basis.

With a hybrid workplace model, determining who is required to work in the office and when, along with other considerations, can be complicated. Because of this, developing and implementing a hybrid work policy can help ensure a smooth process for both team members and the business as a whole.


A hybrid work policy is a formal document that defines guidelines, processes, and expectations related to how, when, and where team members in specific roles or filling certain functions work. An effective policy clarifies information about how often and which days team members will be required in the office and working hours, among other details.

Key components of a hybrid work policy include:

  • Remote work options and requirements
  • In-office expectations
  • The policy’s effective date
  • Working hours
  • Opportunities for flexible work arrangements and accommodations
  • Collaboration and communication best practices, processes, and tools
  • Technology, equipment, and office access guidelines and resources
  • Workplace safety procedures  
  • Security and compliance regulations
  • Contact details for follow-up questions related to the policy


Many companies embrace hybrid work models to continue offering workers the flexibility and autonomy of remote work, while also improving in-person teamwork and collaboration. However, in the absence of a well-defined policy, hybrid work expectations and requirements may be unclear to workers, which can disrupt employee engagement, retention, and productivity. According to a survey of 7,300 professionals conducted by Fishbowl, about half of respondents didn’t understand their employer’s hybrid work policy.

Here are some of the benefits of a documented hybrid work policy:

  • Increased clarity and transparency about the requirements and expectations of hybrid work
  • Decreased misconceptions and misunderstanding about work schedules and protocols
  • Minimized bias by defining standardized hybrid work requirements across departments and teams
  • Enhanced worker motivation and engagement by outlining the reasoning behind hybrid work arrangements, such as opportunities for team collaboration
  • Improved legal compliance and risk mitigation by ensuring the policy complies with labor laws, regulations, and employment standards  


Before developing a formal hybrid work policy, address key questions to ensure your policy is clear, concise, and meets the needs of both the business and workers.

Consider the following questions before creating your policy:

  • How many team members live within a reasonable distance to commute to the office?
  • Would any workers need to relocate to meet the hybrid work policy requirements?
  • Can certain roles remain fully remote if necessary?
  • Which work tasks or responsibilities require face-to-face collaboration or office resources?
  • How will your management team determine when certain workers are expected in the office versus others?
  • Will team members be assigned workspaces in the office or use desks on a first-come, first-serve basis?
  • Will you offer any flexibility for workers to choose which days they’ll work in person?
  • How will you communicate the hybrid arrangement across the organization and answer any related questions?
  • What process will you implement to track and hold team members accountable for adhering to the policy?
  • Do you have a succession plan in place to help backfill positions if team members choose to leave the organization for a fully remote role elsewhere?
  • How will your organization support effective communication among onsite and remote employees?
  • What tools and technology will be provided to support collaboration between in-office and virtual workers?
  • Who will be responsible for ensuring onsite workers have access to the office and any necessary resources?
  • What are the legal implications and compliance requirements of hybrid work?
  • How will you measure the success and impact of your hybrid workplace policy? 


Creating and implementing an effective hybrid work policy is a collaborative effort that involves input from teams across the organization, including leadership, human resources, legal, finance, and information technology.

1. Assess work roles and responsibilities

Individuals in some roles or with certain job duties may benefit from more in-office time than others. For example, roles such as creative directors, project managers, and sales managers often brainstorm and collaborate closely with team members and would have more opportunities to do so in the office. On the other hand, positions such as web developers, researchers, and data analysts may require more heads-down, focused time away from office distractions.

Review your organizational chart to determine how you may balance when certain workers will come into the office. Individuals in highly collaborative roles may work in the office three or four days a week, while those in more independent roles may come in twice a week or have more flexibility to continue working remotely.

As part of this process, keep your office capacity in mind to ensure workspace is available for all workers on any given day. Also, try scheduling entire teams for the same in-office days, so individuals can fully benefit from in-person work rather than needing to video conference with some team members while they’re in the office.

When assessing the best-fit work arrangement for roles and responsibilities, also consider opportunities to embrace a hybrid workforce model. While a hybrid workplace model refers to workers dividing their time between the office and a remote setting, a hybrid workforce model means a company’s workforce includes both in-house team members and independent professionals. Engaging independent talent can help your team access expert remote workers for projects that require specialized skills and experience.

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Communication plays a critical role in building trusting relationships, facilitating collaboration, and achieving business outcomes. However, navigating communication between in-office and remote workers, across time zones and around team members’ availability, can be tricky.

The following communication best practices can help support effective communication in a hybrid work setting:

  • Leveraging communication and collaboration tools, such as email, messaging apps, project management software, video conferencing solutions, and shared documents
  • Defining guidelines and expectations for when each communication channel should be used (for comments in project management software for quick updates and team meetings for brainstorming and more in-depth conversations)
  • Training new team members on collaboration tools and communication expectations during onboarding
  • Recommending asynchronous communication to simplify correspondence between in-office and remote workers, as well as across time zones
  • Hosting a recurring team check-in with a set agenda
  • Planning virtual team building activities to develop camaraderie among team members
  • Scheduling one-on-one meetings with direct reports to discuss progress toward goals, share feedback, and answer questions
  • Distributing surveys to collect feedback on how to improve communication across the organizations


Managing security and technology in a hybrid workplace can be challenging and, without effective measures in place, can pose significant security risks to the business. According to data from Lookout, 32% of remote and hybrid workers surveyed use apps or software not approved by IT and 92% perform work tasks on their personal tablet or smartphone devices.

Hybrid work policy considerations from a technology and security standpoint include:

  • Providing workers with necessary equipment for remote work or offering reimbursement stipends for required technology
  • Ensuring workers have secure remote access to company resources
  • Offering remote and in-office information technology support
  • Maintaining a list of apps and software solutions approved by the IT department
  • Outlining security guidelines and requirements for workers who access company information on personal devices
  • Requiring all workers to install and regularly update antivirus and related cybersecurity software
  • Administering security and compliance training to all team members
  • Equipping the office with necessary technology resources, such as high-speed secure internet and extra computers, monitors, keyboards, and other equipment for workers who cannot bring them from home
  • Providing in-person workers with key cards, lock passcodes, and other necessary clearance to access the office
  • Having a process in place to terminate access to company systems and equipment when team members leave the organization

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Performance metrics and productivity benchmarks will vary depending on each individual’s role and goals. Implementing a formal process to write employee evaluations and conduct performance reviews can help keep the process organized and ensure all team members are evaluated on the same scale.

Here are some steps your organization can take to set performance benchmarks and measure team member success:

  • Establish a standardized employee performance review template
  • Align individual performance goals with overall team and business objectives
  • Identify goals that are SMART—specific, measurable, attainable, relevant, and time-bound—for each team member and track progress during recurring check-ins and performance discussions
  • Use clear and objective language when sharing performance feedback
  • Allow time for individuals to share feedback and questions
  • Identify insights or trends across all team members to improve overall performance and productivity

While many aspects of performance management remain the same whether you have a remote, hybrid, or in-person workplace model, you can also adapt certain parts of the process as part of your hybrid policy.

For example, to the degree possible, encourage managers to schedule performance management discussions for in-office days. Also consider including feedback or specific metrics related to how team members handle communication or meet deadlines and goals when they’re in-person versus remote.

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Whether team members work in the office or remotely, their health and safety should be a top priority. Your organization can enable this by maintaining a comfortable, safe office environment and offering workers resources to support their health and productivity at home.

Some ways to address health and safety concerns include:

  • Conducting team member training about office safety protocols
  • Securing office entries and exits
  • Regularly cleaning and sanitizing workspaces
  • Offering ergonomic office furniture and stipends for at-home office equipment
  • Encouraging workers to stay home or take time off if they’re sick
  • Supporting a healthy work-life balance
  • Checking in with team members regularly about their workloads
  • Offering workers access to mental health and well-being resources

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After spending time as a remote worker, many individuals don’t want to return to the office and one of the top reasons for this is that requiring in-office work minimizes the flexibility and autonomy of fully remote work. In fact, a survey of 1,000 workers conducted by Clarify Capital found that 68% of respondents would rather look for a new job than return to the office, while 34% say they would need flexible working hours to be willing to return to the office.

Here are some best practices to support flexibility in your remote work policy:

  • Giving workers the option to choose at least one day of the week they work in the office
  • Enabling team members to shift their hybrid work schedule if they have a doctor’s appointment or other personal priority on an in-office day
  • Setting standard in-office hours as 9 a.m. to 5 p.m. and allowing workers to adjust if necessary
  • Scheduling meetings at times when most or all team members are in the office or available online
  • Recording meetings and sharing recordings as-needed with individuals unable to attend  
  • Allowing workers to occasionally work remotely on scheduled in-office days if they need to complete independent, focused work without office distractions
  • Adding benefits or perks, such as commuter or child care reimbursements, to ease the transition from remote to hybrid work
  • Supporting a gradual transition period for team members returning from parental leave, such as allowing full-time remote work for the first few months before returning to hybrid work
  • Offering a flexible holiday schedule, so individual team members can take days off or work remotely on holidays most meaningful to them

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While a hybrid work policy can be updated over time, aligning with stakeholders across the company on a clear, concise document is essential before communicating the policy to the broader workforce. This approach can help ensure you avoid miscommunication, confusion, or disengagement among team members.

As you develop your hybrid work policy, avoid common mistakes to support the successful implementation of the policy.

1. Lacking clarity and specifics

Vague language can lead to worker confusion and frustrations. Ensure all details in your hybrid work policy are as clear as possible. For example, instead of broadly stating, “The company is transitioning from a remote to hybrid work arrangement,” consider wording like, “The company is transitioning from a remote to hybrid work arrangement on April 1. Team members can continue to work remotely for three days each week and will be required to work in the office two days a week.”

Also include details about whether workers can choose which days to come into the office or if the schedule will be determined based on individual teams, departments, or managers.

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Your hybrid work policy should be fair to all team members and avoid showing favoritism toward individuals or departments. Successfully implementing a hybrid work policy requires adoption and support starting at the leadership and management level. Set expectations and hold leaders accountable for coming into the office on their team’s assigned days. This will in turn set an example for team members to adhere to the policy.

While flexibility is important, avoid getting too lax with the hybrid work policy. When a manager or other team member wants to swap in-office work for remote work days, confirm they have a legitimate reason for doing so.  


A common reason workers don’t want to return to the office is that they don’t see the reason or benefit behind doing so. Instead, many believe they’re required to return to the office so employers can monitor them or because leaders don’t believe they’re productive at home.

To help workers better understand why they’re required to work in person, explain your rationale. Leverage data to show how in-person collaboration improves engagement and business outcomes. Also plan to intentionally schedule team brainstorms, strategy sessions, and other collaborative meetings on days when team members are in the office, which can show workers the firsthand benefits of hybrid work.  

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A comprehensive hybrid work policy should include all key components, from requirements and expectations to technology guidelines and security and compliance regulations. If any critical elements are left out, this will only lead to additional questions from team members and may pose a risk for potential legal and compliance issues.

Before finalizing your hybrid work policy, circulate the document to key stakeholders across your human resources, leadership, legal, and finance teams for feedback and to flag any components that should be added.


As business needs and worker expectations continue to evolve, regularly reviewing and updating your hybrid workforce policy is important to long-term success and collaboration across the organization.

Some ways you may consider revising your policy include:

  • Soliciting team member feedback and updating your policy based on specific trends across the workforce
  • Clarifying points in the policy that come across as unclear or raise questions from team members
  • Offering fully remote roles on a case-by-base basis, such as when the local market near your workplace is highly competitive for a critical role
  • Increasing remote work and flexible work options for positions that require more independent, focused work, rather than collaboration
  • Adapting your hybrid requirements as your organization evolves, such as fewer days in the office for certain teams or expanding your office space to accommodate increased headcount
  • Rethinking performance metrics and productivity benchmarks used to determine the success of your hybrid work arrangements
  • Implementing new technology solutions and other resources to drive efficiencies across your hybrid team
  • Monitoring the latest legal, regulatory, and employment standard requirements and addressing updates in your policy

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