How Flexibility Supports Workplace Inclusion

Flexible work is a potential boost for more diverse and inclusive workplaces. Four years after being shoved into a giant work-from-home experiment, we no longer presume that 5 days a week, 9-to-5 in the office is where work happens. International Women's Day seems like a good time to remember that we've had data for 3.5 years showing that women more than men, and women with children more than men with children, want flexibility in where and when they work. Ben Casselman, Emma Goldberg and Ella Koeze get into the macro-level impacts in The New York Times: "Parents have been some of the biggest winners in the flexible-work era. Remote flexibility made more feasible the constant juggling of professional and caretaking obligations. But it is mothers, not fathers, who appear to be taking the most advantage of workplace flexibility, whether out of choice or necessity. Among college-educated men, having children does not make much difference to whether they work at home or in person. Among women, it’s a different story. Mothers of young children are much more likely to work remotely than women without children or mothers of older children." It's not just gender and caregiving. There are benefits for every historically under-represented group at work, including workers with disabilities: "For many workers with disabilities, the normalization of remote work has offered an opportunity to avoid energy-draining commutes and offices that are not designed to accommodate their needs." As Lean In research shows, all of these people are just as driven as their in-office counterparts, whether male or female. They just want a level playing field: to be judged on the merits of their work and the outcomes they produce, not just showing up. While you're at it, read Erin Grau's fantastic OpEd, "Flexible Work is Feminist" 🔗 Links to both articles in comments #iwd2024 #internationalwomensday #FutureOfWork #flexiblework #flexibility #remotework #hybridwork #hybrid

Remote work benefits more than just the disabled community. Here’s why it’s not just a great accommodation but a win-win for everyone: - Greater Accessibility: For disabled people, remote work removes many of the physical barriers to traditional office environments. No need to navigate inaccessible transportation or buildings; remote work allows people to contribute fully from the comfort of their own homes. - Flexibility: Remote work offers flexibility in work hours and environments, which benefits parents, caregivers, and anyone who needs to balance personal responsibilities with their career. This flexibility promotes a healthier work-life balance and greater job satisfaction. - Increased Productivity: Many employees report being more productive when working from home. Without the distractions of a busy office, people can focus more easily on their tasks, leading to improved efficiency and outcomes. - Expanded Talent Pool: Remote work allows companies to tap into a broader talent pool, hiring the best candidates regardless of geographic location. This is especially important for disabled people who may have limited access to traditional workplaces but possess valuable skills and expertise. - Cost Savings: Remote work eliminates commuting costs and reduces the need for large office spaces, benefiting both employees and employers. This can lead to significant savings and a more sustainable way of working. - Environmental Impact: Fewer commutes mean a lower carbon footprint, contributing to environmental sustainability. Remote work isn’t just an accessibility solution, it’s an innovative, inclusive model that benefits us all. What are your thoughts on this? #RemoteWork #Accessibility #Inclusion

87% of public health professionals under 35 want remote work—yet nearly half are still fully in person. This isn’t a generational preference. It’s a structural issue. And it's a retention crisis in disguise. In the latest PH WINS data from de Beaumont Foundation , young professionals made their priorities clear: 🖥 Flexibility isn’t a “nice-to-have”—it’s a make-or-break factor in their decision to stay. 🩺They want to attend medical appointments without burning PTO. 👩🏽💻 They want to support their kids, manage chronic health needs, or simply work without commuting 90 minutes each way. 🔄 They want control over their work environment, not just work responsibilities. And yet, many public health institutions still treat flexibility like a privilege to be earned, not a basic equity standard. 💡 What If We Treated Flexibility as a Form of Workforce Justice? At The Public Health Club flexibility is baked into our model—because we see the barriers our professionals face: ✅ Our coaching programs are designed for asynchronous access ✅ Our career and consulting workshops are virtual and community-driven ✅ Our career development tools support hybrid and remote job searches ✅ Our events are recorded, captioned, and mobile-accessible—because accessibility is strategy When you lead with flexibility, you don’t lower standards. You raise retention. You deepen engagement. You invite in the brilliant people who’ve been locked out by outdated structures. 🧠 So the question isn’t “Can we afford to offer remote options?” It’s “Can we afford to keep losing talent because we won’t?” If we want to build a future public health workforce that reflects the diversity, creativity, and complexity of our communities, flexibility has to be foundational—not optional. Let’s stop treating burnout like an individual issue and start treating flexibility like the system-level solution it actually is. 📣 At The Public Health Club, we’re building toward that future every day. 💬 And to our friends at de Beaumont Foundation —thank you for putting data behind what our members live every day. #PublicHealthLeadership #FutureOfWork #EquityInPublicHealth #RemoteWorkJustice #RetentionMatters #PHWins #DeBeaumontFoundation #PHCLeads #FlexibleWork #WorkforceEquity #CareerDevelopment

Flexible (not just remote) work is a driver of opportunity and inclusivity for people with FELCs, a term I only learned today despite having one myself. FELC stands for Fluctuating Energy Limiting Condition. Many disabilities do not fluctuate, e.g., an amputee does not does not magically get their limb back a few times a day. They may have accommodations like a prosthetic limb, but the disability does not change randomly. Some health conditions, on the other hand, are characterized by having energy or pain that comes and goes, like some neurological, respiratory, musculoskeletal, or autoimmune diseases. I have one such condition called myasthenia gravis. Anyway, I bring this all up because I caught a King's College London article about a study from Catherine Hale asking "can flexible job design improve employment outcomes for people with fluctuating disabilities?" For my audience here, it's critical to see how jobs can be "flexible" in many ways that are not simply "remote," but that the supply of and support for remote positions is a clear way to address the large population of people for whom traditional, inflexible, and office-based employment may not be possible. As I myself said a month ago: "Remote work may not be right for you. But not everyone can physically get to an office. So remote work opens doors, figuratively, for the disabled." Kudos to Catherine and team for the great work. Check out the links in comments and resources from Astriid. #remotework #disabilities #futureofwork #healthcondition #chronicillness #flexiblework #talent #inclusion #office

I just read that the Midwest excels in return to offices. (story by Cate Chapman of LinkedIn News) And I'm over here scratching my head and wondering, is that a contest you want to win? Don't get me wrong, I totally get why employers (and landlords) want #RTO to be celebrated and embraced 🎉 But, that's still gonna be a no from me dawg - and I'm not alone. As a #parent, I need the #flexibility to show up for my family when they need me - and I've been really fortunate to structure my working life to support a #familyfirst approach. It wasn't always this way, but last year: - My father died - I was #laidoff in an #RIF - I started #consulting full time - We added to our tribe with this little munchkin (#3isthemagicnumber) - My #perspective and #priorities shifted - and I needed to make changes My story isn't unique - and I recognize my own work/life #privilege - while millions of other parents and caregivers struggle to balance their careers and their home lives (with women disproportionately burdened more than men). If you know, you know. So, instead of me further preaching to the choir - or RAGING against the status quo - I'm going to propose we change the conversation. Let's explore some reasons why embracing #workflexibility benefits #employers: 1️⃣ Enhanced Employee Engagement and Retention: By offering flexibility, employers empower their workforce to craft ideal working schedules.This leads to increased job satisfaction, increased loyalty, and ultimately, higher retention rates. Employees who feel supported are more likely to stay committed to their jobs, reducing turnover costs and enhancing team stability. 💡Orgs that provide flexible working arrangements experience +30% in employee retention (source: Deloitte's Global Human Capital Trends) 2️⃣ Boosted Productivity and Creativity: Flexibility optimizes creativity and efficiency by allowing employees to work during their most productive hours. And that autonomy fosters ownership, innovation and improved team collaboration. 💡 According to a Stanford study, companies offering remote and flexible work arrangements saw +13% in performance (source: Forbes) 3️⃣ Diverse and Inclusive Workforce: Promoting flexible work arrangements is an essential step towards building a diverse and inclusive workforce. By accommodating the unique needs of #parents and #caregivers, employers create a more welcoming environment that attracts top talent from diverse backgrounds - resulting in a richer mix of perspectives, experiences, and ideas. 💡 Diversity and inclusion initiatives lead to +35% in employee performance and higher profitability overall (source: McKinsey) There are a lot of studies lately siting #WFH productivity losses 🙄 - so let's kill 'em with data. Because if the argument for #flexibleworking makes dollars and cents - we're going to see companies make accommodations in the short term and lasting changes in the long term. -- #flexiblework #hybridwork

When you make work-from-anywhere flexibility a core component of your company's culture, your employees will feel empowered, engaged, and more resilient in the face of challenges. Resilient? For real? Consider life's obstacles: big and small. Maybe it's car trouble, maybe it's a kid's doctor's appointment, maybe a spouse was recently laid off and could use you around for support. Maybe you're managing a really tough diagnosis, or maybe, like me, you're learning that your cancer has returned. These are huge challenges, whether that's a couple hundred bucks for a tow and a new tire or massive change in the trajectory of your life, the trust of an employer to allow time, space, and support makes all the difference. It doesn't take much imagination to remind ourselves of the weight of getting into the office, pulling yourself together to appear "professional," or stressing out that not being at your desk will count against you. When a company builds in flexibility as the rule, not the exception, this weight is lifted and employees can face the challenge that is immediately before them, without the baggage of wondering what their boss will say. Resiliency is psychological flexibility to adapt to challenges moment-by-moment, and flexibility is hindered by rigid policies that manage performance instead of lead people. You do remember that we are people, right? From someone who is in the middle of one of the obstacles mentioned and who is supported by a caring, people-centered, flexible company culture (Briljent), trust me when I say I give a lot more throughout my tenure by acknowledging that sometimes I need to give a little less when life demands that.

I’ve talked to LOTS of caregivers and almost every single one has said that the most important thing to ensure their success is flexibility. Flexibility of where and how they work is the most important factor in their ability to perform at high levels. But what does flexibility mean? Ultimately, it means that you have healthy trust on your team. They trust you to clearly outline objectives and timelines. You trust them to manage the work and pivot in turn. They trust that you will measure outcomes as the key indicator of performance. You trust them to deliver those outcomes. They trust you to impose feasible and reasonable workloads. You trust them to proactively communicate when workloads start to exceed sustainable capacity. Everything else becomes inconsequential – the how, where, and when that contributes to the agreed upon outcomes become open-ended options that can be applied based on need. Flexibility is letting go of the stagnant vision of what work is “supposed” to look like, and focusing on what the work delivers.

Did you know that an estimated 15-20% of the world’s population exhibits some form of neurodivergence? Nevertheless, many neurodivergent individuals feel compelled to mask their authentic thinking, learning, and interaction styles in order to fit into certain workplace cultures. This ongoing struggle to conform instead of being embraced for their true selves can result in fatigue and even burnout. As we kick off Neurodiversity Celebration Week, it’s critical to recognize the hidden struggles behind masking and how organizations can foster true inclusion. When workplaces fail to acknowledge and accommodate neurodiversity, they lose out on incredible talent. Neuroinclusive environments create more flexibility, psychological safety, and engagement for everyone. What Can Organizations Do? 👉🏾 Challenge biases about what professionalism "should" look like. 👉🏾 Create flexible environments that respect different work styles and communication needs. 👉🏾 Normalize accommodations as a standard part of workplace culture, not an exception. 👉🏾 Encourage authenticity. Neurodivergent individuals shouldn’t have to choose between success and authenticity. This week, let’s commit to fostering a world where every mind is truly appreciated! #NeurodiversityCelebrationWeek #Neuroinclusion #InclusionAtWork #BelongingAtWork #DiversityOfThought #WorkplaceCulture *𝘈𝘭𝘵 𝘵𝘦𝘹𝘵 𝘦𝘮𝘣𝘦𝘥𝘥𝘦𝘥 𝘪𝘯 𝘨𝘳𝘢𝘱𝘩𝘪𝘤. 

Let's talk about the hidden costs of rigid return-to-office mandates that many seem to overlook.. The impact runs deeper than just losing potential candidates from your talent pipeline. It's silently affecting your current employees in ways that might not be immediately visible: 🧠 For neurodivergent professionals, the office environment can be overwhelming and drain energy that could be better spent on delivering exceptional work. Many have built careful routines and environments at home that help them thrive. 👨👩👧👦 Working parents juggling school pickups, sick days, and extracurriculars are forced to choose between career growth and family responsibilities. The same goes for those caring for elderly parents. 🌍 Many often face longer commutes, turning an 8-hour workday into a 10+ hour commitment. 🏥 The reality of managing regular healthcare appointments, therapy sessions, or ongoing treatments becomes exponentially more complicated when flexibility is removed. These aren't just conveniences - they're necessities for many. While some may not see immediate impact, companies maintaining rigid RTO policies are setting themselves up for a significant talent exodus when market conditions shift. Smart organizations are already recognizing that flexible work isn't just an employee benefit - it's a strategic advantage that: - Widens your talent pool - Increases retention - Promotes genuine inclusion - Supports employee wellbeing - Reduces unnecessary overhead #FutureOfWork #RemoteWork #Inclusion #Leadership #WorkplaceCulture #EmployeeWellbeing #Neurodiversity #WorkLifeBalance #TalentRetention

What if you didn’t have to ask for accommodations? For many disabled workers, requesting accommodations feels like walking a tightrope. We fear judgment. We fear retaliation. We fear being labeled “difficult” or “needy.” All just to get what we need to do our jobs well. Accommodations like captions, ergonomic chairs, or flexible schedules shouldn’t require paperwork, doctor’s notes, or weeks of waiting. They should be as easy as grabbing a tool off the shelf. Because accessibility is not a favor. It’s a foundation. Imagine a workplace where support is offered without shame. Where access is standard — not exceptional. Where everyone feels like they belong from day one. That’s the future we’re building. Let’s normalize offering accommodations proactively — not reactively. Tag someone who’s creating more accessible workplaces. Share if you believe access should never be an afterthought. #Accessibility #DisabilityInclusion #Neurodiversity #WorkplaceEquity #InclusionMatters #DisabilityRights #HR #InclusiveWorkplaces Image description: A two-panel comic strip with the title at the top: “What if you didn’t have to request accommodations?” Panel 1 (left side): A Black woman wearing a dark blazer and white blouse sits at a desk with a laptop in front of her. She looks anxious, with wide eyes and furrowed brows. Her hands rest tensely on the keyboard. Three thought bubbles above her head read: • “If I ask they will know I am disabled” • “I will need to fill out paperwork and get a doctor’s note” • “I fear people will hate me for getting special treatment” A white box at the bottom of the panel says: “How it is” Panel 2 (right side): The same woman now appears happy and surprised. She is standing with one hand on her chest and the other reaching toward a shelf lined with six labeled boxes. She is smiling, eyes wide with delight. The boxes are brightly colored and labeled: • “WORK FROM HOME” (orange box) • “HEADPHONES” (blue box) • “FLEXIBLE SCHEDULE” (yellow box) • “WRITTEN INSTRUCTIONS” (green box) • “CAPTIONS” (red box) • “ERGONOMIC WORKSTATION” (orange box) A white box at the bottom of the panel says: “How it should be”