RTO vs. DEIB – Can They Coexist?
As more companies push for everyone to come back to the office, it's worth taking a step back and thinking about how this aligns with our values of diversity, equity, inclusion, and belonging (DEIB). While we all want to create a great company culture, forcing everyone back to the office might actually work against that goal.
If we truly care about DEIB, we need to consider a more flexible approach to where people work. Let's take a look at why keeping remote work options can be crucial for creating a workplace where everyone feels welcome and can thrive.
Remote Work: A Lifeline for Many
For many of us, working from home isn't just a nice perk — it's a game-changer. Let's take a moment to consider why forcing everyone back to the office might accidentally close the door on some incredible talent:
1. Parents and Caregivers
Let's talk about the juggling act many parents and caregivers face when remote work isn't an option. Picture this: You're a parent trying to juggle work, school drop-offs, doctor's appointments, and still find time to pour back into yourself. Now add a long commute to that mix. Sounds exhausting, right?
It's no wonder that 73% of working parents prioritize flexible work arrangements when job hunting. By ditching remote options, we might be saying "thanks, but no thanks" to some seriously talented folks. These are the people who can write a killer presentation while simultaneously mediating a sibling dispute over the TV remote. Now that's what I call a superpower!
2. Disabled and Neurodivergent employees
Let's talk about our amazing disabled and neurodivergent colleagues for a sec. You know how sometimes the office can feel like sensory overload central? Imagine trying to focus while the fluorescent lights are doing their best impression of a migraine, or attempting to write that important report with Karen from accounting giving a play-by-play of her weekend two desks over. It's not just uncomfortable – it can be downright exhausting.
Remote work allows these incredible individuals to create their own perfect work sanctuary. Need to work in a dimly lit room with noise-cancelling headphones? No problem! Prefer to take breaks every 30 minutes to do a quick dance party? You do you, superstar! It's no wonder that a whopping 76% of neurodivergent employees say they're absolutely crushing it in their remote setups.
So, when we start talking about forcing everyone back to the office, we're not just asking people to dust off their commuting shoes - we're potentially asking them to leave behind the environment where they can truly shine.
3. Rural dwellers
Let's talk about our friends living in rural areas for a moment. Remote work has been nothing short of a game-changer for them. It's like someone waved a magic wand and suddenly, job opportunities that were once as rare as finding a four-leaf clover started popping up everywhere. Now, imagine telling these talented folks they need to commute to the office every day. That's not just inconvenient - it's like asking them to embark on a daily Lord of the Rings-style journey (ok I might be exaggerating a tad, but let's face it – those daily two to three-hour commutes can feel like you're on an epic quest just to get to work)! Do we really want to miss out on all that amazing talent just because they happen to live where they consider bears and other wildlife their neighbors?
4. The Transportation Challenge
Let's not forget about those who rely on public transport or don't have easy access to reliable commuting options. For some, especially in bigger cities, the daily commute can turn into a multi-hour odyssey, leaving them exhausted before they've even started their workday. For others in more rural areas, getting to the office might as well be an extreme sport. Offering remote work isn't just inclusive — it's a practical way to ensure your team isn't running on fumes by lunchtime.
Creating a Truly Inclusive Culture
Building an inclusive culture isn't just about letting people work from home — it's about making sure everyone feels connected and valued, no matter where they're working from. This takes some effort and creativity:
ENGAGE VIRTUALLY
Host online events and team-building activities that are just as fun and interactive as in-person gatherings. If you're planning something at the office, make sure there's a way for remote folks to join in too. The goal is to create a community that thrives whether people are working from their living room or the office boardroom.
ACCESSIBLE INITIATIVES
Make sure all your company communications, training sessions, and initiatives are accessible to everyone. This might mean adding closed captions to company-wide meetings or ensuring documents play nice with screen readers. Remember, inclusivity isn't just a buzzword — it's about taking action at every level.
FLEXIBILITY IS KEY
True flexibility isn't about offering remote work for some and mandatory office time for others — it's about giving your entire team options that work for them. Maybe some folks want to come in twice a week, while others prefer to work from home full-time. The key is to trust your team and let them choose what works best for their life and work style.
So, Is Mandatory RTO Really in Line with DEIB?
If your company talks the talk about prioritizing DEIB, it might be time to walk the walk when it comes to flexible work options. Remote work isn't just a perk but a lifeline for parents, caregivers, disabled employees, neurodivergent individuals, rural residents, and those facing transportation challenges. A truly inclusive company culture isn't about where people sit — it's about creating an environment where everyone can do their best work, wherever that may be.
Ready to take the next step in building a more inclusive workplace? Download our free guide, 10 Tips for a Neuroinclusive Hiring Process to start making positive changes today! Because let's face it, the future of work is flexible, and the sooner we embrace it, the better off we'll all be.