"Your perspective about remote work is coming from a place of privilege." You're right – it is. And that's why I have to talk about it. I AM a privileged person – I am privileged to already be in a fully remote role. But REMOTE WORK should not be treated like a privilege. Or a perk. Or a sign-on bonus. Especially when it provides disabled people the accommodations they've needed from companies for years, makes jobs more accessible to people who don't live in major cities, and gives parents the time to BE PARENTS. My point was that companies that DO HAVE the ability to allow workers to go remote are refusing – and they're refusing because they are out of touch. #RemoteWork #TechLeaders #diversityandinclusion
Interesting read
Speaker, Author, & Founder @ Year of Living Better® | Ex InStyle, Target, Leo Burnett | Advisor @ Zenpack
2yI'm glad the article calls out the "invisible" disabilities too. I have a close friend with Crohn's disease who worked from an office before the pandemic. She found that she was able to do her job even more effectively from home where she could manage her symptoms and care with more ease. Now her office has called her back in and her health has seriously declined again. This is more than just a "she feels a little worse," it's causing symptom complications that will require more medical intervention, which in turn will mean higher medical claims against her company policy. If anyone in leadership needs a metric to look at, they should look at the types of healthcare claims that increased during the pandemic (I won't bury the lede: they were mental healthcare claims) and the type that increase after returning to work (which are expected to be care claims for chronic conditions). If an employee can complete their job function from home and asks to continue working from home, this should be honored with little or no barriers/hoops/discussion. Thanks for sharing this Lauren!