Why Flex, Remote Jobs are the Future
Until recently, remote work used to be for only the lucky few — those in tech, start-ups, or freelancers. Just under 25% of workers in the U.S. worked from home between 2017 and 2018. However, with the restrictions COVID-19 forced on companies across the country in 2020, many have had to pivot to a whole new business model.
There’s been a sharp increase across various industries and positions requiring remote workers — a huge benefit to many. But there are also several specific subgroups of people genuinely thriving in this new world of remote work. No longer stymied by long commutes or offices, these workers are in environments where they are at their most comfortable and all their needs can be more easily met.
Employees With Disabilities
Even though there has been an increased focus on diversity and inclusion in the workplace, research from the University of New Hampshire’s Institute on Disability shows the growth of the national employment rate for persons with disabilities has substantially slowed.
Those with disabilities employed before COVID-19 found themselves denied time and again for the option to work remotely. However, the pandemic has forced companies to see that remote work is, in fact, possible. Ideally, this means there are now many more candidates available in the talent pool; specifically, disabled candidates who wouldn’t have been considered before.
Not only that, but, according to Forbes, dressing, getting ready to go to work, and commuting can be difficult and time-consuming — even dangerous — for those with disabilities. Working from home has eliminated that time vacuum and the chance of potential injuries.
Employees with Chronic Illnesses
For employees who live with chronic illnesses, being in an office can be more than a little inconvenient and stressful. And it’s far more common than we think. Almost 133 million Americans are living with a chronic illness — 40% of the U.S. By the end of 2020, that number is estimated to be 157 million.
Dealing with a chronic illness also means that there are times when there is urgency or need for immediate relief (a dark room for those with chronic migraines, for example) — which can be difficult to find in an office. It can also be embarrassing, and not something one wants to reveal to their coworkers.
Remote work has made it possible for those who live with a chronic illness to be thriving members of their teams while also taking care of their needs immediately and comfortably. Remote work is so vital to those with a chronic illness that a company is devoted entirely to it. Chronically Capable helps those whose conditions keep them from office jobs find remote work, making dream jobs no longer seem out of reach.
Employees With Autism Spectrum Disorder
For employees with Autism Spectrum Disorder (ASD), working in a traditional environment can be a daily torment. “Masking,” in which one hides their autistic traits and tries to blend in, can be mentally and emotionally taxing.
One first-hand account recalls a friend with ASD who found daily office interactions with coworkers too much. His friend’s mental health declined, eventually leading to a diagnosis of Post Traumatic Stress Disorder (PTSD). His friend was no longer able to work.
That’s why, for many with ASD, the pandemic-mandated remote workplace has been a relief. One IT company — in which two-thirds of its employees have ASD — has found that their employees far prefer communicating with remote tools instead of face-to-face.
Frequently, body language and vocal inflection can be difficult to gauge for those with ASD, but being able to sit down and get their thoughts out via email or Slack dramatically increases their ability to communicate their ideas concisely. Further, those who are uncomfortable with in-person eye contact in meetings have found relief in Zoom calls. Looking into a camera is a different experience, making meetings more comfortable and productive for them.
Embracing the Flexibility of Flex Jobs in the Future
There will come a time when the pandemic is over and many can return to work in-person. That time will be a time of joy for many — a chance to get out of the house again, see friends and coworkers (not just over Zoom), and go out for a team lunch.
But some have greatly benefited from this new normal, this Workplace 2.0. They will be disappointed or even unable to return to the office again after months of much-needed comfort and security. A potential solution is for managers to embrace the idea of flex jobs — positions where employees have the option to work from home or work in the office. That way, you get the best of both worlds, and you do what’s best for all employees.
We’ve already seen that remote work is possible. It may have been difficult initially — a poll from JDP found 49% of people working from home have difficulty keeping firm boundaries between work and home life — but overall, most have managed to make it work. 41% of those in the survey above said they are now more productive. If employees have blossomed in the past year because they’re finally comfortable in their work environment and able to be the best version of themselves, it doesn’t make sense for companies to go backward for the sake of returning to “how things were.”
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