The pandemic gave many of us flexible working options we could only dream of. But as we’re finally seeing the light at the end of the pandemic tunnel, how can we ensure we’re keeping flexible working as inclusive as possible?

Gender Equality 

Pre-pandemic, more women than men requested flexible working.

But with offices reopening, there are fears that we may take a step backward into the pre-pandemic world of more male office-workers and women working from home, so it’s important that the return to the office is an inclusive process for all genders and employees.

Recruitment

Offering flexible working explicitly across all company employees has proven to have a positive effect on hiring diverse candidates.  Insurance company Zurich saw management applications from women rise by 20%, and the company attracted double the number of men and women applying for roles by offering explicit flexible working. 

Considering this as an option could not only ensure an inclusive workforce but a more diverse candidate attraction strategy. 

Presence Bias 

With the rise in home-working, ‘presence bias’ has been seen to reduce during the pandemic. This bias previously saw home-workers as the target, as they were less likely to be selected for projects or even promotions due to not physically being present. 

To continue reducing presence bias, flexible working should be normalized across the business allowing for a more fair playing field reducing presence bias, and offering inclusive opportunities regardless of working patterns and locations.

Get in touch

At Equally Placed, we’re advocates for all things equality. Companies that create positive and inclusive workplaces have access to even more talented individuals. We are here to help workplaces create a more inclusive workplace so if you need support with any of the above, get in touch with our team.