Payscale’s Post

This article is really eye opening 👇🏼 “Men disproportionately benefit from on-site work” The return to office debate often gets framed as a gender issue, but the reality is workplace flexibility benefits everyone - not just women. Data from Lean In and McKinsey's Women in the Workplace report shows that men are benefiting disproportionately from being on-site. They feel more connected to the organization's mission, get better mentorship, and know more about decisions affecting their work when in the office. But flexibility ranks as a top benefit for all employees now, regardless of gender. We can't discount that the traditional office environment was designed by and for men originally. However, the pandemic opened everyone's eyes to the value of flexible work arrangements. Parents could be more involved caregivers. People could relocate. And they gained time back by eliminating draining commutes. As an engagement and inclusion leader, I worry about proximity bias creeping in as companies return to office. We have to be intentional about making sure remote and hybrid employees don't get disadvantaged or left behind when it comes to promotions, mentorship, and access to leadership. The playing field needs to be level, no matter an employee's work location or gender. Flexibility is no longer a "nice to have" perk. It's an expectation and critical for attraction, retention, and inclusion across all demographics. Yes, we need to be thoughtful about not losing the collaboration benefits of gathering in-person. But calling full-time remote or hybrid workers back to the office full-time isn't the automatic solution. That could set up a major exodus of talent that companies can't afford right now. I encourage companies to think expansively about what an equitable flexible work experience looks like. Don't force a one-size-fits-all return that discriminates against key segments of your workforce. Thoughtful flexibility policies, training on proximity bias, and accountability are essential. Those that get this right will be employers of choice. Those that get it wrong will face retention and culture issues. #FutureOfWork #WorkplaceFlexibility #InclusionMatters #RemoteWork #HybridWorkforce

"Flexible work isn’t an excuse for workers to do *less* work, but rather for them to do *more* life–more focused work, more family time, and a greater focus on their well-being." Does your workplace accommodate flexible work arrangements? How is it working for you and your colleagues? #neweconomy #deib #inclusion #flexiblework https://lnkd.in/ehu5rZqx

Returning to the workforce after a career break is a significant milestone for many women. However, the transition back into the professional realm often comes with the challenge of balancing work commitments with personal responsibilities. Hubstaff conducted a survey revealing that 91% of respondents opted for remote work to attain an improved work-life balance. Click below to read more in detail: #WorkLifeBalance #FlexibleWork #CareerComeback #WomenInWorkforce

Remote work is under close scrutiny with many organisations grappling with the establishment of hybrid work policies and return to office mandates. With this comes the unravelling some of the important progress made during the pandemic in providing flexibility to women. Flexible working in the round covers where, when and how work is performed. We have some new research to share that examines flexible work with a particular focus on remote work (the 'where' of flexible work). Authored by Professor Heejung Chung of King's College London's Business School and the Global Institute for Women's Leadership, our new white paper outlines the latest research on the impact of remote work on gender equity, along with key recommendations for organisations. We'll be sharing our findings on Tuesday 2nd July at 11am GMT. Joining us are Professor Chung as well as Steve Collinson, Chief HR Officer of Zurich UK who will share their five year analysis of their leading part-time as default approach, and equalised parental leave (addressing examples of the 'when' and 'how' of flexible working). Register here today! #FlexibleWork #GenderEquity

Grateful for the positive shift towards flexible/hybrid work that emerged from the pandemic, especially as a mother of two young kids. Reflecting on my career's early days, I recall being tied to the office from 8-5, even in challenging situations like leaving my sick infant at home with a last-minute babysitter. The experience underscores the importance of work arrangements that prioritize both productivity and personal needs. Recently came across the below insightful article highlighting the well-known benefits of flexible work and its impact on the next generation. It resonated deeply with me, emphasizing the need to navigate proximity bias carefully. We need to champion a workplace culture that values results over physical presence, ensuring fair recognition for a job well done. #FlexibleWork #WorkLifeBalance #FutureOfWork https://lnkd.in/erCwS-A8

The work-from-office policy is causing a setback for women who, due to family responsibilities, had to take a career break. Working from home allowed them to balance work and family effectively, but the return to office-based work threatens to reintroduce challenges they had overcome. 1. Working from home provides flexibility for women to balance their professional and family responsibilities more effectively. 2. Remote work allows women to continue advancing in their careers while being present for their families when needed. 3. Eliminating the need for commuting saves women valuable time, enabling them to invest more in both their work and personal lives. 4. With the ability to work from home, women have greater control over their schedules, empowering them to structure their workday around their family commitments. 5. Remote work fosters a supportive environment for women to thrive professionally without sacrificing their roles as caregivers at home. The decision to tie variable pay to an 80% attendance requirement is highly questionable and detrimental. It's a misguided policy that will ultimately harm both employees and the company.

😀 The inclination toward remote work isn't exclusively linked to gender but is influenced by several factors that may lead to the perception that more women prefer this working arrangement. Women frequently opt for remote work to enhance their work-life equilibrium, primarily because they often shoulder a substantial share of domestic and care giving responsibilities. 💁♀️ 👉 Moreover, remote work eliminates the need for a daily commute, offering time savings and reducing the stress that can be particularly appealing to women facing lengthy commutes. Safety and security concerns can also influence this preference, as some women may feel safer working from home. 🏃♀️ Read more about women in workplace -> https://lnkd.in/gaauFhCT Credits - Financial Times #remotework #remotehiring #remoteteam #sustainability #sustainabledevelopmentgoals #hiring #delhi #ai 

The hard fought gains made to increase workplace flexibility are under pressure with changing economic times. Make no mistake, workplace flexibility is one of the single most powerful enablers of diversity and inclusion, gender equity and wellbeing. But as more employers are pushing to get their teams back to the office, is flexibility at risk? What’s the best approach for employers that want to listen to employees, implement policies that support both remote and in-office workers, and ensure managers are up to the task? I discuss the future of workplace flexibility challenges and opportunities with experts Alison Hernandez and Ariane Virtue. With thanks to Women's Agenda for covering this story Angela Priestley. Peggy Vosloo Kiri Stejko Tamara Lawless Lisa Davison #flexibilityatwork #flexiblework #remotelearning #workfromhome #inclusion #leadership #culturematters #futureofwork #diversityinclusion #genderequality #familyfriendly #familyfriendlyworkplaces #parentsatwork

New blog out now. Our latest Shape Talent blog reveals some of the key myths related to flexible work. Drawing on our latest research, we outline how these myths are not supported by evidence. We also provide some guidance on how organisations can address the unhelpful biases and stigmas that relate to women and flexible work. Find out why we recommend flexible working arrangements for everyone, as a way to help challenge traditional gender roles and stereotypes. #FlexibleWork #EDI #DEI #GenderEquity https://lnkd.in/eKWXjDMB

The other F Word... Flexibility. According to the ninth annual Women in the Workplace report from LeanIn.org and McKinsey & Company, most women say they have more focused time to complete their work when they’re remote. Beyond that, reduced fatigue and burnout were cited as one of the biggest benefits of flexible work arrangements. The Women in the Workplace report is the largest study of the state of women in corporate America, according to the organizations behind it. Released in October 2023, the latest assessment comprises data from more than 270 companies and over 27,000 employees. According to Women in the Workplace, “Women at companies with supportive flexible policies are more likely to report having equal opportunities to advance—and less likely to consider leaving.” The authors call on employers to unlock the full potential of flexible work arrangements. You can read more here: https://lnkd.in/gR7jHS5s #femalesandfinance #flexiblesolutions #supportwomeninbusiness