From hybrid working and new skills to the changed expectations of what an employer should offer, the pandemic impacted how, where and why we work. The effect on women in particular was huge, as homeworking and a disproportionate share of the increased domestic juggle drove a greater female exodus from the marketing and creative industries than any other last year.

But where are we now that the worst of the pandemic is behind us? With the kids back in school, are women reaping the benefits of flexible working, or has the extra domestic load of successive lockdowns been woven into our new normal, leaving us burned out in record numbers? Or do our new hybrid working models have a built-in bias towards presenteeism which, let’s face it, generally favours men?

There is evidence that as well as shining a light on glaring gender inequities, the pandemic has woken us from our career-obsessed culture. In defiance of the return-to-office messaging, it appears that many of us have drastically changed our attitudes to work. Purpose scores highly on the wish list for most employees, and toxic work cultures with their ‘disrespect for diversity and inclusion’ bear ten times more responsibility for the ‘great resignation’ than pay alone.

So there has never been a greater opportunity to rewrite the rulebook and build inclusivity of all kinds into the workplace DNA. Far from a perk or preference, a working culture that allows people to work in a way that suits their needs is, by its very nature, a tool for equity and inclusivity - just as commuting is fundamentally a clear barrier to a fully diverse workforce.

Inclusivity is one of our core values at Bloom and we firmly believe diversity of thought brings richer ideas to the table. We often talk about the #EverydayActions we can all take to effect positive change. As we navigate the new workplace, here are a few of them:

1.     Listen to the ‘back to office’ messaging, and ask who any new policy benefits or more importantly who it disadvantages

2.     Favour actions over words - a D&I policy is great on paper, but how is flexibility actually working in practice?

3.     Be an active ally to those whose voices are unheard or overlooked in new working models

4.     Take care that the social and personal changes we’ve all experienced are not waved away in your organisation’s rebuild phase  

5.     Be supportive of those who are trying to create the new world - it is new for all of us

6.     Be an everyday activist. Even the smallest acts can drive change

If we can survive the maelstrom of the last few years, we can and will thrive now, providing we step forward, drive change and become each other's biggest supporters and cheerleaders. Change has been thrust upon us. Now we need to make it work for all