Hybrid work offers employers access to 'massive talent pool'

摘要

The Work Foundation has called on employers to invest in their line managers so that they can maximise the benefits of hybrid working for disabled people as well as for the organisations themselves. The Work Foundation surveyed 406 disabled people about their experiences of remote and hybrid work, interviewed 20 disabled workers and held two roundtables with employers and other stakeholders. A report1 on its findings has potential implications for occupational health and safety professionals, recommending that employers: 1. "invest in training and supporting line managers to embody organisational values and promote an inclusive culture, as well as ensuring that they are equipped with the tools and confidence to respond to reasonable adjustment and flexible working requests"; 2. consult with staff in developing an inclusive approach to remote work through staff surveys, staff disability networks and regular information and feedback sessions; 3. look at ways of supporting wider forms of flexibility, including compressed hours, staggered hours and job sharing; and 4. introduce workplace adjustment passports for all staff, which will destigmatise the adjustment request process.