Inclusive Return-to-Office Strategies: A Guide for Employers

With the increasing number of organisations developing their employees’ back-to-work plans, it is important to consider the impact of this transition on different employees, especially those with disabilities and people who identify as minorities. 

To help employers understand these challenges and develop inclusive return-to-office strategies, we spoke with Keith MacKenzie, Content Strategy Manager at Workable, and Fadjanie Cadet, an inclusion strategist. Here's what they had to say:

1. Understand the challenges faced by employees with disabilities

Returning employees with disabilities are likely to encounter numerous problems including physical barriers, unavailability of assistive technology tools, and lack of accommodations. Therefore, organisations need to identify and eliminate aspects that can hinder disabled employees from doing their work efficiently in an office setup

2. Recognise the impact of bias on employees identifying as minorities

Upon returning, employees who belong to the minority tend to experience obstacles about bias and discrimination in their workplaces. Employers must consider the effects brought about by prejudice among these subordinates.  For instance, initiating unconscious bias training programs as well as advancing diversity agendas within their firm can be unfair.

3. Develop flexible working arrangements

Supporting employees with disabilities and/or those who identify as minorities can be achieved through flexible working conditions. These include telecommuting options, flexi-time models, and alternative work sites. The most important thing is trying to understand what each employee requires through consultation so that we may develop an agreement where everyone is satisfied.

4. Encourage open communication

There must be open communication if companies want an inclusive return-to-office plan. This includes encouraging workers so that they can provide opinions regarding apprehensions linked to this issue while addressing arising concerns appropriately.

This applies not only when coming back to the office after a long time of remote work but also to all other human beings. However, supervisors and business owners alike must bear in mind how difficult it could be for people who have either a disability or are a minority. By developing inclusive return-to-office strategies, employers can help to ensure that all employees feel supported and valued during this transition.