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2022 In The Workplace: What To Expect

One obvious thing about work is that it has changed over the past two years. With this, the question that has been brewing recently, in the minds of many people is, what will work diversity look like in 2022. Situated at an inflexion point, we are currently thriving in a whole new reality where things ranging from work tools and collaboration methods to communication methods have taken a new turn.

Companies are looking at several ways to make work more flexible, inclusive and convenient for employees. Let’s look at some projected workplace adjustments to look out for in 2022.

More Hybrid Jobs

With hybrid work already a thing in 2021, the future of it being solidified as a workplace norm is glistening. However, more planning and structure will be needed to designate the perfect day for remote work and the day employees’ physical presence is required.

For some innovation, a simple zoom facetime may just be what is needed. In some other cases, employees may have to jump into their car and zoom right into the office. In 2022, employers are certainly looking at making this the case. Hoping to hit a multinational job in your chosen firm? Get ready to live a dual life.

If done properly, the potential of having a more inclusive as well as diverse work structure will greatly depend on the flexibility in-person/remote work hybrid offers.

Virtual Meetings Will Improve

With the omicron variant spreading faster than any other variant we know now, no employer is willing to risk the lives of the staff members by holding real-time meetings. This communication pattern has seen wide adoption and growth in 2021 and is looking at being improved on in 2022.

Of course, organizations that can effectively establish great communication across all work hierarchies will fair better in their productivity. Most companies have test-run their virtual meeting platforms and several teams are figuring out already, a better way to reach all work divisions promptly and enhance their productivity.

Artificial Intelligence may Take Some Work Off your Hands

With more attention-getting paid to AI, we are looking at a year with better technology-based decisions. Most companies are already running artificial intelligence inclusion solutions. This takes the responsibility of creating equity initiatives in the hands of the HR team.

They no longer have to do it manually, but can rely on AI for the best approach and results. In 2022, there will be a slight to a mild increase in the use of AI to build reports with clear and concise data.

Also, with a world pandering towards flattening gender recruitment gaps, artificial intelligence will be relied on greatly for this. Most companies are also looking at improving their imagery as regards the hiring ratio between men and women as well as the pay gap. Scandinavian countries have taken the lead and most countries are looking at following suit.  The question of “how to do this” will greatly depend on your AI’s inclusion and utility.

Human Resource Roles will be Taken More Seriously

Hiring people who have flexibly adjusted to the current work trend is one thing. Hiring people to hire people who can adjust to the current work trend is another. Human resource roles have suddenly, over the years become more diverse and demanding, and 2022 won’t be an exception.

Companies now pay more attention to making sure they find suitable individuals who understand the intricacies of dealing with the abrupt change of work framework caused by the pandemic. Also with more companies now seeing diversity and inclusion as a concern, CEOs are more interested now than ever in finding candidates that can help identify gaps and disparities with data-based evidence on pay and recruitment.

More DEI Training amongst Staff

Diversity, equity and inclusion training is one of the top diversity trends we’ve witnessed over the last few years. It is the simplest way to communicate what to do and what to stay away from in the workplace. Most training though may feature virtual meetings rather than in-person ones.

Certain key concerns like understanding systemic racism, spotting implicit biases as well as creating action plans are some modern-day companies’ mantras. These have driven higher productivity and tolerance among employees.

Conclusion

Companies are certainly going to double down on hosting training that allows individuals to feel safer in their workspace. Recruitments for marginalized groups or genders are also opening up to foster better inclusivity. All these advancements in the workplace are definitely going to inch a step further to create a safer and more flexible workspace for different employees across diverse groups, races and gender.