The Inclusion Initiative’s Post

What are the risks between, teleworking and gender (in)equality?   - Inadequate hybrid work conditions and reconciliation of working hours. - Inequalities in access to and use of remote work: men using remote work flexibly and women using it to anticipate parental/domestic responsibilities. - Gender-based differences in office presence and visibility. - Reaffirmation of traditional gender roles: women tend to manage the domestic burden alongside their work obligations. - Invisibilisation of women's double (or even triple) work: it merges professional and domestic spaces, often resulting in an accumulation of domestic loads rather than a balance.

The biggest winners from the old system oppose remote work. 🗣️By reimagining when, where, and even how we work, we can make meaningful progress toward gender equality and address the dramatic underrepresentation of women and people of all underrepresented genders in our companies, particularly at the most senior levels says Erin Grau at Charter. #remotework #remotelearning #flexibleworking #hybridwork #wellbeingatwork #futureofwork #futureoflearning

As we discuss returning to work, here is a piece of the conversation that is critical.

Flexible working arrangements are the future that women deserve because who runs the world? (You know who!) 💕 In a survey by Fortune, a staggering 88% of women report hybrid work as a critical equalizer for a more balanced and fair workplace. Two-thirds celebrate the positive impact on their career trajectories with more significant opportunities for advancement, more control over work-life balance, and an environment that better accommodates their needs. Women can be caregivers, breadwinners, or warriors in their own right - they deserve the flexibility to do it all. Flex work leads the charge toward more equitable performance and recognition, and our 64% female workforce would certainly agree. We love the sound of equity in the morning! 🔔📈 #Remote #RemoteWork #Flexibility #FlexibleWork #HybridJobs #HybriWork #WorkCulture #FemaleEmpowerment #Equality #EqualOpportunity

Your WFH (or remote work) policy is probably not very inclusive. The logic (or hypothesis) that many companies use to create a WFH policy is: 1. Women, being primary caregivers for children at home, are more likely to benefit from a WFH policy. 2. Rolling out a WFH policy for women is likely to help with attracting and retaining more women talent. 3. The policy was designed keeping women in mind, so it can be applied solely to women. WRONG. Your intent was spot on - a policy that would help women employees is a great idea. However, does it have to come at the cost of other genders? How about, if you keep women in mind while designing the policy and then roll it out to everyone in the company? Inclusion doesn't mean providing something to one set of people at the cost of others. It means equitably designing solutions that help everyone do better. What do you think? #inclusion #HRPolicies #HR #Culture #EmployeeExperience

Did you know? 🤔 UK data reveals women are three times more likely than men to work part-time or engage in flexible, hybrid work arrangements. But with the push for employees to return to the office, organisations with rigid in-office policies risk alienating women and missing out on diverse talent. We believe flexibility is key to building truly inclusive workplaces. Learn more in this recent blog by our CEO Glenn Griggs👉 https://lnkd.in/evrsYUrR #InclusiveWorkplace #LetPeopleSucceed

Did you know? 🤔 UK data reveals women are three times more likely than men to work part-time or engage in flexible, hybrid work arrangements. But with the push for employees to return to the office, organisations with rigid in-office policies risk alienating women and missing out on diverse talent. We believe flexibility is key to building truly inclusive workplaces. Learn more in this recent blog by our CEO Glenn Griggs👉 https://lnkd.in/e3b6u4wh #InclusiveWorkplace #LetPeopleSucceed

Did you know? 🤔 UK data reveals women are three times more likely than men to work part-time or engage in flexible, hybrid work arrangements. But with the push for employees to return to the office, organisations with rigid in-office policies risk alienating women and missing out on diverse talent. We believe flexibility is key to building truly inclusive workplaces. Learn more in this recent blog by our CEO Glenn Griggs👉 https://lnkd.in/eMrQM4RB #InclusiveWorkplace #LetPeopleSucceed

As a soon to be mum of two, I agree with absolutely everything in this article. The pros of having your own business is that you can work from home, but those who work in an office, or even do both, the business, the commute, the housework, the childcare, it can all rack up to be very overwhelming. Despite it not being a thing 3 years ago, it is now very much a thing of today and as long as companies can find that balance to keep everyone in line and motivated to do the work, I don't see why working from home should ever be an issue. Highly recommend a read.

Embrace Empowerment: Redefining Work from Home Policies for Women 🌟 As we celebrate Women's Empowerment, we're proud to announce our revamped Work from Home Policy, designed to provide greater flexibility and support for our female workforce. WFH policy acknowledges the diverse needs of women, offering flexible schedules to accommodate personal and professional responsibilities seamlessly. Balancing work and life commitments can be challenging. Through remote work, we empower women to strike a harmonious balance, fostering overall well-being and productivity. Remote work fosters an inclusive culture where diverse voices are heard and valued. Our new work policy ensures equal opportunities for women to excel in their roles, regardless of their physical location. We should believe in removing barriers to career progression. Together, let's continue to break barriers, shatter stereotypes, and pave the way for a more inclusive and equitable future. Join us in championing women's empowerment through progressive work policies. Together, we rise! 💪🚀 #WomenEmpowerment #RemoteWork #Inclusion #Diversity #Equality #WorkFromHome #Empowerment #FlexibleWorkPolicy #supportjobs