Remote work has brought significant changes to how businesses operate, with profound positive impacts on DEI.
Flexible work models, like hybrid or fully remote options, have created opportunities for talent from different backgrounds. This change is reshaping recruitment strategies and making workplaces easier to access.
But alongside these benefits, companies must recognise the value of in-person work. As employers seek the right balance between remote and office-based work, they should also consider the impact on productivity and company culture.
This balancing act between flexibility and connection requires thoughtful consideration of complex factors impacting both employers and employees.
> The benefits of remote work for DEI
Remote work has opened the door to a more diverse workforce. By allowing employees to work from home, companies are no longer limited to hiring people who live near the office or can commute daily. This has led to more diverse hiring, especially in fields like technology, where certain groups have historically been underrepresented.
In fact, according to mthree's latest diversity in tech report, 54% of employers have implemented more inclusive recruitment strategies thanks to remote and hybrid work. Additionally, 89% of businesses say remote work has helped them attract a more diverse workforce, with many seeing improvements in gender diversity (72%) and ethnic diversity (49%).
Young tech workers between the ages of 21 and 25 especially value working from home. According to the research, 96% of these workers say they benefit from remote or hybrid models. Additionally, 55% report that remote work makes their jobs more financially feasible. These trends show that remote work is making the job market more inclusive by removing financial and logistical barriers that have contributed to the underrepresentation of certain groups in certain industries.
> The value of in-office collaboration
While remote work supports diversity efforts, in-person collaboration remains essential. According to EY’s survey, although many professionals enjoy remote working, they still see the office as an important touchpoint. The survey found that employees value the office for social connection, separating work from home, and collaborating with colleagues.
Working together in person helps employees build relationships and feel like they are part of something bigger. The office becomes more than just a place to work—it serves as a cultural hub where teams bond and collaborate more effectively. This sense of connection is crucial for innovation and building a strong sense of belonging.
Employers should be mindful that physical offices provide employees with opportunities for spontaneous conversations and informal learning that are difficult to replicate in remote settings. While video calls and digital communication are effective, they lack the casual interactions that help build team cohesion. This is why maintaining in-person collaboration is essential for long-term productivity and team morale.
> Find the right balance for your organisation
The future of work will require finding the right mix of remote and in-office work. Remote work has clearly increased diversity by making workplaces more accessible and inclusive. However, the office remains an essential part of building strong relationships, fostering innovation, and maintaining a healthy company culture.
Businesses must adopt a working model that works for their strategic goals. Hybrid work models are often the answer, offering the flexibility that many employees crave while ensuring they still benefit from the social and collaborative aspects of the office.
Striking the right balance is key. Here are some key strategies help leaders achieve this balance:
1) Create a clear hybrid strategy with flexibility
A successful hybrid work model requires a clear organisational plan that sets expectations, like how many in-office days are required and when remote work is allowed. Flexibility is important, and different teams may need different levels of in-office time. For example, client-facing teams might need to be in the office more often, while project-based teams might prioritise remote work.
2) Engage employees in decision-making
Leaders should engage employees in conversations about their preferred work arrangements. Surveys or one-on-one meetings can provide insights into how workers feel about remote versus in-office work. According to research from Accenture, 83% favour hybrid models. But their ideal balance between home and office can vary significantly based on personal circumstances. Understanding these differences can help tailor work arrangements to meet both business and employee needs.
3) Leverage the office for collaboration and culture
Maximise in-office time by scheduling key activities, such as in-person meetings, brainstorming sessions, and team-building events. Use office days for high-value collaboration and social engagement to strengthen team dynamics and reinforce company culture. Design collaborative workspaces to encourage teamwork and innovation, making office time purposeful in a hybrid environment.
4) Adapt based on data and feedback
A hybrid strategy should be treated as a living model, subject to adjustment as needs evolve. Gathering regular feedback from employees and monitoring productivity levels will help refine the approach. Leaders should view the hybrid model as an ongoing experiment. They should continuously adjust the balance between remote and in-office work based on performance metrics, employee satisfaction, and business outcomes. Flexibility and adaptability are key to ensuring that both employee engagement and organisational goals are met in the long term.
5) Consider legal and compliance factors
Leaders must also account for the legal and regulatory implications of hybrid work. With employees potentially working across different regions or even tax jurisdictions, there are new challenges related to compliance, tax laws, and health and safety regulations. A comprehensive approach that involves HR and legal teams will help mitigate these risks while ensuring that flexible work policies are fair and compliant with local laws.
> In summary
There’s no one-size-fits-all solution when it comes to remote and hybrid work models. Each organisation must assess its unique goals, workforce needs, and culture to find the right balance. While remote work has many benefits for both businesses and employees, in-person collaboration is essential for fostering connection, innovation, and a cohesive company culture.
The most successful companies will be those that stay flexible and adapt their approach over time. By embracing a tailored strategy that reflects both business goals and employee preferences, leaders can create a dynamic work environment where flexibility and connection thrive side by side.
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From trained emerging talent to senior experienced talent to custom training for employees, mthree helps you build skilled teams at every level.
The stats shown in this article are taken from mthree's UK Diversity in Tech report. We saw similar trends in the US and Canada report. Download the US and Canada diversity reports here.
