“Breaking out of the gravitational pull that is trying to get you to succumb to a reality that you have not chosen for yourself gives you a glimpse into the margins of life that Black and Brown folks find themselves.” 

“When you were born with a purpose, and for a purpose, the challenge is for us to vibrate at higher levels in order for that purpose to reveal itself to us.”

“People that have gone through oppression have a better example and understanding of what exactly we need in order to survive.”

“To have a fair experience, employees need to feel informed, supported and acknowledged, and feel like they have a chance.”

“Coaching and feedback is an integral part of the employment lifecycle and is additive and instructive to the success of an employee’s career,  and it is vitally important to how employees perceive fairness overall.”

“It is important to design and leverage everyday processes, like feedback, to contribute to an equitable experience for all employees.”

“Feedback equity would be ensuring that all employees have the same opportunities for feedback, regardless of identity category. But when looking at how employees perceive their feedback processes, a majority of employees are not reporting that.”

“Employees often know better than their managers what feedback they need and when.”

“Culture is how you actually do things at an organization – how you treat each other; how you respond to tough situations like failure and discomfort, and how you celebrate achievements together.”

“With less time in the workplace, employees have less access to learning the culture through osmosis – observing ‘how we do things’ from those around them.”

“88% of HR leaders say that it is harder to read employees’ body language in the hybrid world – that means that it’s difficult to know what someone is thinking and feeling.” 

“In the hybrid world, to avoid employee assumptions about the culture, HR leaders must be more explicit about what behaviors are, or are not, part of the culture.”

“In a hybrid culture, connecting intentionally means rethinking how people spend time together – and seeing it as a valuable resource to foster social cohesion through shared experiences.”

“The new hybrid environment demands some adjustments on part of leaders in order to ensure that the organizations’ cultures are fostered and maintained.”

“The way a role is structured, and the way a team is assembled, largely dictate the way work gets done.”

“Organization Design is “work design.” It’s the architecture of your organization, of your team, and ultimately, your job.”

“Hybrid is the new reality for those jobs that can effectively work remotely at most organizations. But when hybrid work is treated as a binary based on traditional, pre-pandemic work, it leaves a bigger question about what this hybrid revolution might mean for everyone else.”

“Instead of asking, what jobs at my organization can work hybrid, you can ask: what roles in my company can be redesigned to make them more viable in a hybrid setting?”

“When you tackle organizational design projects, you must do so for the purpose of unlocking greater business value for the organization.”