Last week, I had the opportunity to speak with Dr. Reed Scull, an associate professor at the College of Education at the University of Wyoming. (You can find our previous work together here.) He mentioned a current doctoral student looking at the principles of universal design as a way to ‘replace’ traditional diversity, equity, and inclusion (DEI) efforts, heralding a new era of inclusivity and adaptability. Of course, my inner academic remains highly intrigued, and I started doing a bit of my own high-level research. Today, we delve into how this paradigm shift can reshape organizational structures, fostering collaboration, diversity in leadership, and flexible work arrangements.
Flattening Structures for Collaboration
The shift toward flatter organizational structures stands out as a hallmark of the move toward universal design. Flatter structures emphasize collaboration, breaking down hierarchical barriers, and promoting a more inclusive decision-making process. We encourage teams to communicate openly, share ideas, and contribute collectively to organizational success. The result is an agile, responsive, and inclusive framework that adapts seamlessly to the diverse needs of its members. This aligns nicely with the work I do on psychological safety, where everyone’s ideas are considered, and communal ideation spurs innovation.
Diversity in Leadership
Universal design places a spotlight on the importance of diverse leadership teams. Beyond the traditional boundaries, organizations are recognizing the necessity of leaders who bring varied perspectives to the table. Diverse leadership fosters innovation, ensuring that decision-making reflects a broad understanding of various needs and experiences. This shift is not just about meeting diversity quotas. It’s about creating leadership teams that embody the principles of universal design in every aspect of their strategic thinking.
Flexible Work Arrangements
One of the profound impacts of embracing universal design is the adoption of flexible work arrangements. Recognizing and accommodating diverse needs, organizations are moving towards a more adaptable approach to work. Flexible arrangements not only enhance work-life balance but it also support individuals with varying needs. This contributes to a more inclusive work environment. Whether it’s remote work options, flexible hours, or personalized work setups, the focus is on creating a workplace that caters to the unique requirements of every team member. In the post-pandemic workplace, there is no going back to 100% in the office now that this has been introduced and successfully implemented for most organizations.
The paradigm shift towards universal design could be the next iteration of DEI. It’s a strategic evolution of organizational structures that fulfills the expected outcomes that many practitioners have been working towards for decades. Flatter hierarchies, diverse leadership, and flexible work arrangements are the pillars of a workplace designed to embrace diversity and foster inclusivity. As organizations begin to embark on this journey of evolution, the goal is clear: to create environments that naturally accommodate the diverse talents and needs of their workforce. The future of organizational structures lies in the hands of those who understand the power of universal design. This creates workplaces where everyone feels heard, valued, and included.
Join the movement towards a more inclusive tomorrow – where collaboration knows no bounds, diversity thrives, and structures adapt to the needs of all. Subscribe to our podcast DEI After 5 to hear more insights on the future of DEI.
Sacha Thompson is the founder of The Equity Equation, LLC, a boutique diversity coaching and inclusive culture consulting firm, and Equity Leadership Institute, a leadership coach training company. With 20+ years of experience within the education, non-profit, and tech industries, Sacha’s work is about removing barriers or providing support to achieve equality. She helps executives and leaders have that meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. She was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.