Remote work isn’t just a relic from 2020. For many workers, it’s become the new norm – a recent survey found that more than half (51%) of respondents wouldn’t apply for a job if there wasn’t an option for remote or hybrid work.
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This is because flexible working has opened up a world of possibilities for people who, because of remote work, now have the opportunity to work in jobs they would not otherwise have access to. People with disabilities, workers with caring responsibilities, and others who need flexibility to maintain their daily lives benefit significantly from remote work.
However, despite the many benefits of remote work, many organizations impose return-to-office (RTO) policies that require their employees to travel to a physical office. This creates unnecessary barriers for those who often depend on the flexibility that remote work offers.
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What is the logic behind returning to the office? Managers believe that an office environment enhances productivity and believe that remote work kills collaboration and connection.
However, this couldn't be further from the truth – a study by Great Place To Work, which included more than 800,000 employees at Fortune 500 companies, showed that most people reported the same or even higher levels of productivity while working from home.
There are countless ways to foster a sense of connection, community, and collaboration in a virtual workplace. The idea that we need to be in the office to do all of this is not only wrong, but it also hurts a company's diversity and, ultimately, its financial performance.
Remote work is closely linked to Diversity, Equality and Inclusion (DIE) initiatives, as it removes traditional barriers in the workplace, whether they are geographical, technological or of another nature.
For neurodiverse people, remote work provides the ability to work in a familiar, comfortable space and limits distractions, so they can more easily focus on their work. For people with physical disabilities, working from home means they don't have to travel all the way to the office – something that may or may not be possible with a physical disability.
Because of the inclusion that remote work offers, the reversal of flexible working arrangements is detrimental to the fabric of a company's diversity.
In today's world, you no longer need to be in the same space as your colleagues to engage in productive and meaningful conversations.
With a little effort and targeted planning, companies can create a welcoming, inclusive online work environment for their employees and meet them where they are, no matter where that is. And by offering flexibility, companies are more likely to attract and retain top talent.
By offering flexible work arrangements, companies gain an advantage in the talent market. According to a recent survey, 42% of candidates will not apply for a position if it does not offer their preferred work model, which for the majority of candidates (52%) is either a hybrid or fully remote model.
Flexible working not only enhances a company’s competitiveness in the talent market, it also fosters a workplace culture that prioritizes employee well-being and satisfaction. This contributes to increased productivity and overall organizational success — and companies that fail to respond flexibly will be left behind.
Information source: fastcompany.com
