The landscape of work has fundamentally shifted, and remote work is no longer a temporary phenomenon lingering from 2020; rather, it has evolved into the new standard. A recent survey highlights this shift, revealing that 51% of respondents would forego applying to a job lacking remote or hybrid work options. The appeal of flexible working lies in its transformative impact, unlocking opportunities for individuals who, due to remote work, can access jobs that might have been otherwise inaccessible. Particularly, people with disabilities and caregiving responsibilities benefit immensely from the flexibility afforded by remote work.
Despite these advantages, some organizations persist in enforcing return-to-office (RTO) policies, compelling employees to commute to a physical office. This rigid approach erects unnecessary barriers for individuals who have come to rely on the flexibility of remote work. The rationale behind the return-to-office decree often stems from outdated beliefs that an office environment boosts productivity and fosters collaboration, contrasting with the reality revealed by a Great Place To Work study. The study, encompassing over 800,000 employees at Fortune 500 companies, found that most individuals reported the same or even higher productivity levels while working from home.
The harmful consequences of a return-to-office policy extend beyond productivity concerns; it contradicts the principles of Diversity, Equity, and Inclusion (DEI) initiatives. Remote work, by removing traditional barriers—be they geographical or technological—has become intricately woven into DEI efforts. For neurodivergent individuals, the familiar and comfortable remote work environment minimizes distractions, aiding focus on tasks. People with physical disabilities benefit from the elimination of commuting challenges, which may be infeasible due to their physical condition. Caregivers, predominantly women, find in remote work a valuable tool for achieving a better work-life balance amidst the emotional and physical tolls of caregiving.
Rolling back on flexible working conditions not only harms a company’s fabric of diversity but is also entirely unnecessary. The idea that an exclusively in-office workforce is essential not only contradicts the inclusive nature of remote work but also poses a threat to a company’s diversity and, ultimately, its bottom line. Embracing the proven benefits of remote work and understanding that it doesn’t equate to being removed is pivotal. By doing so, organizations can foster connection, community, and collaboration in distributed work environments, ensuring the continued success and inclusivity of their workforce.
In the contemporary professional landscape, physical proximity is no longer a prerequisite for productive and meaningful collaboration among colleagues. At Greenhouse, our entirely distributed workforce liberates employees from the constraints of a physical office space, yet we maintain a collaborative and welcoming culture. This is facilitated through our “distributed culture committee,” comprising individuals from diverse teams and global locations. Members of this committee play a crucial role in planning initiatives to forge connections and community, whether through virtual volunteer events like GreenhouseGives or our storytelling platform “The Leaf.”
We further enhance this sense of belonging through in-person activations such as our “Gather @” series, investing in bringing people together physically to foster culture and connection. Our Slack channel serves as a platform for consistent and visible shout-outs, allowing employees from all locations to celebrate achievements and strengthen connections online.
Remote work, for us, doesn’t eliminate the possibility of in-person meet-ups. We host several events throughout the year, providing opportunities for employees to meet face-to-face in a relaxed social setting. The key lies in purposeful planning and effort, allowing companies to create a welcoming and inclusive online work environment for their employees, meeting them wherever they are. By offering flexibility, companies not only attract but also retain top talent.
The significance of flexibility in attracting top talent is evident in recent survey findings, indicating that 42% of candidates prefer roles offering their desired working model, with a majority (52%) leaning towards a hybrid or fully remote model. In a talent market that has cooled from its pandemic peak, candidates remain unwilling to settle for roles that do not align with their needs. Greenhouse’s hiring data from October 2023 reflects this, with over 80,000 candidates rejecting job offers, nearly 10% of all offers extended through the Greenhouse hiring platform that month.
Embracing flexible work not only enhances a company’s competitiveness in the talent market but also nurtures a workplace culture prioritizing employee well-being and satisfaction. This, in turn, contributes to increased productivity and overall organizational success. Companies resistant to embracing flexibility risk being left behind in an evolving professional landscape. As the Chief People Officer at Greenhouse, I lead with a people-first mentality, providing strategic guidance to nurture culture, foster growth, and unlock the potential of Greenhouse talent globally, drawing from my experience as the Senior Vice President of Global Talent at Edelman.