- Published: Friday, September 23, 2022 08:21
On behalf of the BCI Women in Resilience Committee, Milena Maneva and Bethany Warren provide a summary of the discussions that took place at the recent BCI Women in Resilience (WiR) event.
The group Women in Resilience (WiR, #BCIWiR) held their Summer Hybrid event on July 28, 2022. This included a panel discussion on ‘How to be ‘seen’ in a hybrid work environment – Engage key stakeholders and outperform your career’.
The keynote speech reflected on how much has changed in recent years in relation to COVID-19 and recognized the pandemic as a catalyst for changing how companies and employees perceive remote and hybrid work.
We then saw the power shift to employees as employees demand continuation of the flexibility in their workplace that they have benefited from during the pandemic. We thought about “the great resignation” where employees re-evaluate what they are looking for in the workplace. This was backed up by McKinsey in a recent study, which reported that more than half of respondents would like a more flexible post-pandemic hybrid model and more than a quarter of respondents would consider changing employers if they were to a full on-site requirement would return.
We introduced the concept of ‘proximity bias’, which depicts the disparities in work between in-person and hybrid or fully remote workers, and the impact of this bias on the workplace, as it can particularly harm workers who have historically been underrepresented in skilled workers Roll. A Mercer 2022 Global Trends Survey found that more women than men want the opportunity to work hybrid or remotely in the future. There can be many reasons for this, but some recent research shows that women are less likely to return to the office due to caring responsibilities, have mixed feelings about inclusion and are more likely to choose flexible working than their male counterparts.
This then begged the question, would reducing the physical presence of women in the workplace affect women’s advancement in business and further reinforce the glass ceiling? Will it be a case of out of sight out of mind? We already know from this year’s Global Gender Pay Gap Report that it will take another 132 years to close this gap. When we asked our WiR LinkedIn group what their new way of working was after the pandemic, 92 percent said hybrid, meaning how can women be seen in a hybrid work environment, engage key stakeholders and excel in our careers?
The panel discussion
Pranathi Praveen introduced the panelists, moderated the session and directed questions to the panelists, namely Monica Sekhri, Sarah Garrington, Esra Erbas and Ruth Griffiths.
The questions covered topics related to:
- Current work regulations
- Overview of the positive results after the pandemic
- Top tips for women trying to advance in their careers, especially in the post-pandemic work environment
- Handy tips to be seen at work if you work remotely or work from the office
- How to collaborate with key stakeholders in a hybrid way of working
- Discussing whether women had equal opportunities
- How women can get opportunities/promotions
- How to take charge of your career
- Discussing honesty at work
- Open discussion: short stories/exchange of experiences
Some of the key topics, tips and answers from the panel discussion were:
The preferred work arrangement in the post-pandemic world:
- In the current “almost” post-pandemic world, the preference appears to be hybrid, with employees keen to have the flexibility to come into the office two or three times a week but otherwise work from home.
- Working from home was initially difficult due to the lack of social connection to co-workers and friends in the office.
A lot of positive things could be observed in the new hybrid world of work. These goods:
- Location independent.
- The travel time saved can be used for many other productive activities. Especially for women who also have to take responsibility at home.
- Working from home has “humanized” people – on “Zoom” calls there was acceptance for pets and children in the background.
Some tips for “being seen” in the home office:
- Take every opportunity to be seen.
- Meet key stakeholders face-to-face at every opportunity.
- Use every excuse to talk to colleagues and stakeholders and engage more often.
- Respond quickly to emails, even if it’s on hold.
- Try to spend casual chat time with the team and appreciate less formal time with colleagues in the office.
- value team building. One panelist mentioned that he dedicates a “Fr-yay” to these activities.
Here’s how to build your personal “brand”:
- Don’t be shy when approaching people and having conversations.
- Network and build connections both in person and via LinkedIn.
- Attend conferences and seminars and get to know more people from the Brotherhood.
- Participate in industry working groups.
- Be honest and open in all communication.
- Above all, be yourself.
- Start a meeting with something personal, e.g. B. Something you remember from the previous meeting about the other person’s private life.
- Ask your team when they will be in the office and plan your days accordingly.
How to take charge of your career:
- Take the lead in projects.
- Get out of your comfort zone and embrace failure.
- keep learning
- Believe in “mentoring” (don’t limit yourself to one mentor. Have one for different areas of your work/life/interests).
- Look for suitable opportunities inside and outside your organization.
How do you get out of your comfort zone?
- Take one step at a time and slowly push the boundaries.
- To take courses.
- Practice speaking out loud to feel comfortable presenting.
- If you’re calm, you’re comfortable with it. It’s not always about being the loudest in the room. Being quiet doesn’t mean ineffective.
Top tips for women to get ahead at work:
- be loud
- Get out there, know what you want and work for it.
- Be responsive, open to change and work hard.
- Keep learning and don’t lose who you are.
- be positive
- Seize opportunities and don’t wait for them to come to you
The Q&A was managed by Candice Croydona member of the WiR webinar committee. Key points from the Q&A were:
- Fix the gender pay gap.
- Slowly push your limits.
- Ask about your rights.
- Focus on work-life balance for good mental health.
- Concentrate on the quality of your work
We had fantastic audience engagement throughout the event and had some thought provoking questions from both the physical and virtual attendees on the subject. The event started and ended with a networking session for all those in attendance, where further discussion on the topic took place and stories were exchanged over drinks and bites in hand. The common theme among attendees was that it was great to be returning to in-person events post COVID.
We would like to thank our wonderful speakers, our global WiR committee, Kirstie Wise (BCI) and Sergio Gallego-Schmid (BCI). Special thanks also go to our sponsor EY and our wonderful hosts from the Operational Resilience Team Pranathi Praveen and Rhianna Grazier.
Join us for our future events and webinars. We hope to see you at the upcoming BCI World Hybrid 2022, which takes place on November 2nd and 3rd and combines a physical event in London with some keynote sessions that will be virtually livestreamed, accompanied by a virtual 24 hours -Conference.
We encourage you all to connect with our Women in Resilience Group on LinkedIn.
If you would like to be a speaker, sponsor or host of our future WiR events, please contact us Milena Maneva and Bethany Warren.