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  • Writer's pictureJay Thandi

How does a Hybrid Working Model affect D&I Recruitment?

Updated: Mar 3, 2023

Hybrid working policies have continued to be a hot topic post-pandemic. There has been a clear shift from the pre-pandemic ‘nine to five’ paradigm, to an expectation of a hybrid working policy being offered, as a minimum.

Solis Recruitment ran a poll with 374 respondents, asking what their preferred working pattern is (whether hybrid, remote or in the office). We found that 68% voted for a hybrid working pattern, 30% voted for fully remote, and only 2% voted for full time in the office.

But where does Diversity and Inclusion come into the conversation?

Attracting diverse talent requires the provision of accessibility, which is where the hybrid working model can make a real difference. We hear ‘work-life balance’ mentioned a lot, but there is more to it than that. There are many obstacles which can be somewhat alleviated with the flexibility that hybrid working offers, enabling employers to access talent and support workplace diversity, equality and inclusion.


There is a lot of talk about ‘the rise of the super-commuter’ but what this can mean is that geographical limitations are less of a factor (within reason) when commuting less often. There is an increase in commuters travelling further than ever, because hybrid working patterns allow them to; they are willing to travel further afield because they only need to do it maybe 2 -3 times a week.

We should also consider the continued ‘cost of living crisis’, and ever increasing travel costs. The costs of fuel and/or public transport can make a huge impact on the workforce. In theory hybrid working offers a reduction of these costs, which may make a notable difference to household incomes when you tally up the annual costs of travel, particularly in the current climate.

Health Conditions

For anyone with a physical or mental health condition, accessibility or practical barriers can be an issue when travelling into the workplace. The need for flexible working and hybrid working policies, has long been a topic of debate here. The flexibility of hybrid working, giving the option not to have to face a commute every day, can make a real difference.

Having the flexibility to work around managing a condition, medical appointments, or any of the other factors involved, can mean the difference between being able to work at all on any given day. Having options and flexibility can alleviate the pressure or stress, and support the overall wellbeing of employees.

Childcare, or any Carer Responsibilities

The flexibility offered by a hybrid working model can make all the difference to those that have caring responsibilities. Most often childcare and school runs are the first thing to come to mind here, and it’s easy to see how hybrid working helps. Removing the commute time from a morning and evening routine allows time and space to drop off / collect children to / from school or other childcare facilities. The costs and logistics of this alone can be deal breakers when considering employment opportunities, whether it’s the additional cost of childcare before and after school, or the distance between home, school and the workplace.

The assumption is that the group responsible for childcare is mainly, though not exclusively, comprised of women. Which means that flexibility in this area has a direct impact on gender diversity and inclusion.

What do Employers gain?

Offering flexible, hybrid working patterns, contributes to reducing barriers to entering the workplace and promoting inclusion. This in turn, means that employers have access to a larger and more diverse talent pool. And as we already know, there are countless benefits to increasing diversity and inclusion in the workplace.

There are tangible benefits to a diverse and inclusive workforce, including new/different perspectives, a wider talent

pool, increased innovation and creativity, improved performance, increased employee engagement, lower attrition, strengthening workplace culture and of course, supporting your brand as an employer.

“Hybrid working is here to stay” – World Economic Forum

Here at Solis Recruitment, we understand and support the need for diversity, equality and inclusion in the workplace. We provide D&I recruitment solutions to support and promote diversity, equality and inclusion when hiring, and would love to hear from you!

If how to recruit for D&I professionals is something you are passionate about and would like support in, please do get in touch!



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