The world of work is changing. Once the COVID-19 pandemic ends it is expected that work will return to a “new” normal.This “new” normal is expected to leverage some of the positive changes to work that were enlisted to allow workers to continue to work safely during the pandemic. For professional workers, one such change is a move towards hybrid working. Here, within firms some workers will work on site and others will work from home. For some firms this will mean sequential attendance of employees on-site. For others it will be decided who works on-site fulltime depending on their job. Either way, a move towards hybrid working, where some employees communicate face to face and others online poses challenges for inclusivity. Specific to inclusion, there is a dearth of literature in behavioral science, or indeed in the broader social sciences that provides robust evidence of problems to inclusivity that will arise in a hybrid work setting.
Yet we are only beginning to think about behavioral responses to hybrid working, and to date there has been no discussion as to what behavioral biases are most likely to impact hybrid working. In Hybrid Working: A Dictionary of Behavioral Biases you will find a description of behavioral biases, and an example of how they may arise in hybrid working, as conceived by BE-Inclusive, a talented group of MSc Behavioural Science students at the London School of Economics and Political Science.
Read the report here