New Report: Pinning Down the Jellyfish: The Workplace Experiences of Women of Color in Tech
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Remote/Hybrid Work

Incremental steps that improve diversity in your organization can yield large gains. Diverse work groups perform better and are more committed, innovative, and loyal.

It’s time to go beyond just talking about the problem of workplace bias. Bias Interrupters is an evidence-based model that provides solutions. By taking small steps, Bias Interrupters can yield big changes.

We’ve distilled the huge literature on bias into simple steps that help you and your company perform better.


“The big quit.”

That’s what HR officials are calling the post COVID-19 labor market because so many employees are deciding to quit rather than return to full-time on-site work. One in two people report they won’t return to jobs that don’t offer remote work.1 Not surprisingly, nine in ten large companies intend to embrace a hybrid working model, with many employees expected to come into the office one to four days a week.2 Work expectations have changed forever and companies that try to buck the trend risk losing the war for talent in a tight labor market.

Making hybrid work successful requires thought and planning. Mishandling the return to on-site work can present legal problems and risks reinforcing social inequality. This toolkit will help organizations successfully transition to a hybrid work model.

CREATE A PLAN! Here is your toolkit

Everything you need for a successful transition can be found right here: Hybrid Work Best Practice Guide

Equality Action Center. This work is licensed under a Creative Commons Attribution 4.0 International License.


  1. Owl Labs & Global Workplace Analytics (2021). State of Remote Work: 2020 COVID edition.
  2. Alexander, A., Cracknell, R., De Smet, A., Langstaff, M., Mysore, M., & Ravid, D. (2021). What Executives Are Saying About the Future of Hybrid Work. McKinsey & Company.
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