On a single team, there will likely be at least one person who is now excluded from the office environment, and best practices says that those in the office should now operate as if they’re also working remotely.
That’s because a chunk of the workforce will seek exemptions for health or other reasons, she says, and they will have the legal right to work from home. The inclusion argument could backfireĪnna Oakes, head of people at Quartz says that by bringing everyone back to the office, companies could inadvertently force the worst of both worlds on all employees. The “old way” of working, which demands longer commutes, places undue burden on those people least able to afford living in central locations, and ignores the realities of life for many, is a key part of the problem for the very people companies claim they want to support.Įven if staff are given the option to work from home, but workplaces otherwise go back to normal, there is a danger that the employees who once dominated in-person company life and soak up all the benefits of being seen and heard by those in power, will do so again. What’s critical now is to hang on to these improvements and build on them.
And while they may miss the office as an escape, working parents and others with caregiving responsibilities also say it’s easier to manage their multiple roles without the hassles of commuting or conforming to office schedules. People with physical disabilities are finally able to access meetings and communicate with others without having to navigate a physical world that is not designed for them.
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