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In a recent post on LinkedIn, disability inclusion advocate Leah Van De Loo shared a powerful statement that encouraged readers to consider what accommodations really mean for those who need them: “Accommodations are not special treatment. Accommodations are equal opportunities.”

While the post itself was about providing the right supports for students in schools, it got us thinking about what it takes to make workplaces more inclusive and equitable for everyone. Too often, employees find asking for accommodations at work challenging. There are so many variables at play that can make this an impossible task – asking for accommodations brings the risk of stigma or judgment that can permeate a person’s entire experience at their workplace. So, how can an organization make this less daunting?

For many, flexible work policies have been a literal life-saver. Whether employees are living with disabilities or have just become new parents, flexible work policies give them the agency to take care of their needs, honor their lifestyles, and bring their best work to the table.

Types of Flexible Work Policies

If implementing a flexible work policy sounds like the right move for your business, here are few types you might want to consider:

1. Remote Work: We’ve all experienced the triumphs (and pitfalls) of remote work since the pandemic. While Zoom fatigue is a real thing, our ability to connect remotely to our work and our colleagues has made the workplace global – you can reach anyone anywhere with just the click of a button. And that means that you can draw from talent pools across the globe as well.
2. Hybrid Work: Naturally, some employees really enjoy office life and are eager to be in-person. Hybrid work environments offer these and remote-first employees the opportunity to choose their own work adventure to suit their needs. Some businesses mandate a few in-office days per week, while others leave it up to employees’ to choose.
3. Condensed Work Weeks: Some businesses choose a condensed work week model to consolidate work hours to four days and give their staff a three-day weekend each week. While the hours may be long on workdays, you may find that employees enjoy the extra day of rest and rejuvenation.

Whichever flexible work option you choose, be sure to consider your employees’ needs and lifestyles, as well as the type of work culture you're looking to build for everyone. If you need help navigating this process, don’t hesitate to reach out to us!

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