Labor Day Weekend marked the unofficial end of summer. Many employers are now looking to start reintegrating employees back into the office. In March, President Biden urged Americans back into the office. In his State of the Union address, Biden stated “people working from home can feel safe and begin to return to their offices.” In July, best-selling author Malcolm Gladwell sparked controversy when discussing his thoughts on working from home. Gladwell stated “if you’re just sitting in your pajamas in your bedroom, is that the work life you want to live?” Increasing evidence suggests that employees value the flexibility and autonomy of the work-from-home model. Those pushing back against remote work are often speaking from a privileged point of view, and are overlooking key factors that contribute to employee wellbeing.
Research indicates that, on average, employees from underrepresented racial groups don’t desire being back in the office. A 2021 study by Future Forum found that less than 1 in 5 Black employees are able to work from home. 97% of Black employees surveyed indicated that they preferred a hybrid or full-time remote work model compared to 79% of white workers surveyed. A 2021 FlexJobs survey also found that for women, the work-from-home model is vital for retention. 60% of women surveyed revealed that they would leave their current roles if the remote option was prohibited. When breaking down work-from-home preferences by generation, a 2022 Axios Harris poll found that 84% of millennial workers preferred remote work compared to 66% of Gen Z workers, 75% of Gen X workers, and 68% of Baby Boomer workers.
Any organization or institution that claims to prioritize diversity, equity, inclusion, belonging, and justice must recognize the ways that the current state of the world is impacting employee sentiments. Any strains that society is experiencing, whether it’s increased gas and grocery prices or a global pandemic, is exacerbated for marginalized communities. It’s important to remember the old adage, “when white folks catch a cold, Black folks get pneumonia.” Mandating a return back to the office neglects these important considerations. Different communities require different support systems. Look at what the employee data is telling you. What factors are influencing employee feelings about coming back into the office? Is it child care costs? Or gas prices? Or perhaps persistent microaggressions? Do your employees yearn for more time with their families? Get to the root-cause of the issue and determine what you, as a workplace, can do to mitigate some of these challenges. What are employees requesting and why? Is it absolutely necessary for the work to be done in the office? What adjustments can be made to accommodate different needs based on employee data and feedback? Back-to-office mandates that neglect employee concerns will likely lead to disengagement and “quiet quitting.” It’s not enough to hire people from underrepresented groups. Collaboration should take place between both leadership and employees to find a happy medium if remote work is not an option. Centering equity in your workplace requires you to consider how each and every practice and policy will impact employees, while also recognizing the short and long-term implications for underrepresented employees.
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September 08, 2022 at 07:49AM
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If You Care So Much About DEI, Why Are You Forcing Employees Back Into The Office? - Forbes
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