At NABS, we know first-hand how people have been impacted, emotionally and financially, by the long-term effects of the pandemic. Requests for our financial assistance, wellbeing and stress coaching have already risen considerably this year, following months of job cuts, furlough and constant change.

Faced with these challenges, we can’t go back to how things were before. Especially when you factor in the shift we’re all about to make: the return to office life (whatever that’s going to look like). We’ve worked from home for just over a year now, and many of us aren’t used to seeing people outside of our immediate household. It’s going to take time to get to grips with the next phase of work – even our commutes, once a daily staple, now seem alien and potentially exhausting.

What’s more, people’s outlooks have changed. In our recent wellbeing survey, 70% of respondents said they’ve used the pandemic as a time to reflect on their priorities. In coaching sessions, our clients share their need for change, with some declaring this time as ‘a last chance for happiness’. Adland risks losing many talented individuals, unless we use this unique moment in time to build back better.

Happily, many organisations are already working hard to build a more flexible, inclusive and supportive culture. Here are some extra actions to consider in our five-point plan for creating a workplace that will encourage people to stay and thrive in our industry.

Create safe spaces. timeTo, the campaign against sexual harassment in advertising and marketing, found that 49% of our industry believe that sexual harassment will be more of an issue as we return to our offices. It’s our collective responsibility to eradicate sexual harassment. Start by signing up to timeTo, if you haven’t already, and use its toolkit and training to help you set boundaries for acceptable behaviour in your company.

Seek expert guidance on D,E&I. There are some brilliant training organisations out there who can speak to your people about diversity, with a view to creating more equal and equitable cultures. At NABS, we’re looking forward to a programme of diversity training this year, led by some really exciting trainers. Take an intersectional and individualised approach to your D,E&I training and policies. There’s no one-size-fits-all solution to supporting diverse teams; instead, take time to listen to your people to work out how to support them and to create a more inclusive culture.

Encourage self-education. Training sessions need to be backed up by individual learning. The NABS team are empowered to self-educate with dedicated time in their diaries each week, and they’re encouraged to share their learnings with the wider team. This gives a greater sense of ownership when it comes to co-creating welcoming cultures.

Pace and test. Adopt a flexible and experimental approach to your return to the office. Build in testing phases that enable people to explore their feelings and challenges as they transition into hybrid or office working. In short, don’t jump the gun! At NABS, we’ll let our teams acclimatise to the lifting of restrictions, while keeping the office open for those who want to come in.

Make your managers empathetic leaders. Managers need more support than ever before to handle the complex needs brought to them by their teams post-pandemic. The key to helping people move forward through their challenges is empathy. Equip your managers with the skills they need to be empathetic, and help them to be self-aware about their own emotional needs. When managers can take care of their own wellbeing, they’re better placed to help their teams to thrive.

For help with any of the issues raised, call NABS on 0800 707 6607 or email [email protected] for tailored guidance, whatever your level or experience.

This article first appeared in Creative Equals’ RISE trend report, created by Creativebrief. This free trend report wraps up key insights and learnings from the Creative Equals RISE 2021 conference.To download it please click here