A new perspective on search
06.02.2024
Return to Office Mandates: What does this mean for DE&I?
By Fabienne Zigrit, Senior Associate at Wilton & Bain
Since the start of the COVID-19 pandemic in March 2020, we have witnessed the rise and normalisation of remote working and the impact this has had on diversity, equity and inclusion (DE&I) in the workplace. However, with the world returning to pre-pandemic “normal” and more organisations announcing return to office mandates, it is important to acknowledge the positive correlation between flexible working and employers’ ability to hire and retain diverse talent. We wanted to explore the implications of returning to the office, and the potential concerns about erasing DE&I progress in relation to these policies.
Flexible working has revolutionised the workforce and contributed significantly to DE&I progress over the last few years, by removing obstacles typically faced in an office setting and creating opportunities for those who tend to be underrepresented and overlooked in hiring processes. From removing geographical barriers and accessibility challenges, to granting newfound flexibility and reducing bias, saving commuting costs; it is undeniable that flexible working has been a game-changer for employees with 40% of working adults in the UK adopting a hybrid model (source). So, what are the implications of returning to the office?
Firstly, it is important to note that implications don’t necessarily have to be negative; returning to the office can promote interpersonal relationships, boost engagement and collaborative working, and create a sense of belonging within an organisation. With 81% of working adults aged 18-24 in the US and UK reporting increased feelings of isolation and 67% experiencing hardships in maintaining relationships with colleagues (source), it seems that returning to the office could alleviate these pressure points.
Although there are clear benefits to office working, it is important to recognise the repercussions these working policies will have on the recent advancements made for DE&I.
Accessibility: Individuals with disabilities or chronic health conditions could encounter new challenges in an office environment. Accommodations that seamlessly integrated with remote working risk being disregarded and potentially leading to diminished productivity, lower job satisfaction and a growing sense of exclusion for employees who thrive in remote working environments.
Bias and discrimination: The resurgence of office work may have the potential to intensify implicit biases and discrimination, in the form of microaggressions during office hours or exclusion from social activities. With 71% of employees from black backgrounds reporting feelings of being overlooked for opportunities and 66% from Asian backgrounds (source), it is clear that bias can create disparities in advancement opportunities. As 33% of working adults aged 50-70 in the UK feel at a disadvantage when applying for roles (source) and only 16% of women receiving promotions (source); we cannot ignore the fact that visual cues such as race, gender and age can inadvertently foster prejudice. Returning to the office may increase levels of microaggressions and unconscious bias, and unless companies commit to investing in DE&I training, this may not only impede the progression of diverse employees within the organisation but also create feelings of social isolation.
Socio-Economic: Returning to the office could mean reversing prior adjustments made due to remote working alongside introducing new financial burdens; including increased commuting costs, added childcare expenses and potential costs of having to relocate close to work sites. Without the aid of company programs that assist with these financial challenges there is an increased chance of creating workforce disparities, potentially resulting in talent attrition across roles that are typically on lower salaries.
Restricting talent pool: The transition towards an office-centric work model may restrict the breadth of the talent pool, effectively counteracting the inclusivity achieved during the era of remote work. Reverting to office-based work could exclude qualified candidates who, constrained by geographical limitations or other extenuating circumstances, find it impractical to relocate or commute daily.
Organisations must be mindful of diverse employees’ needs in order to attract and retain top talent. It is imperative that companies design workplace policies that prioritise and embrace DE&I and implement or strengthen training programs addressing unconscious bias to ensure the continuous empowerment of marginalised employees in the workforce.
Fabienne is a Senior Associate in Wilton & Bain’s Specialist Hires practice. She supports mid to senior search mandates, working with management consultancies, professional services, and technology services providers. She focuses on delivering mandates across Europe and the GCC region.
