In an industry grappling with talent shortages, flexible working may be the key to a more inclusive tech workplace. Whilst several tech firms and other UK businesses are mandating employees return to the office, this shift in work policies could have some benefits, but office mandates could impact inclusivity. 

Tech firms’ mandates

Even at the start of 2024, Virgin Media O2's Annual Movers Index data revealed that 40% of companies, including tech firms, required employees to work in the office five days a week. This is part of a broader trend where 92% of firms have adopted a mandatory in-office policy​. 

Meta (Facebook) introduced a stricter return-to-office (RTO) policy, requiring employees to be in the office three days a week.  Amazon's bold decision to recall all employees back to the office five days a week has stirred considerable debate. The tech giant will end its hybrid work policy with changes coming into force in January.

The benefits of flexibility for inclusivity

Supporting caring responsibilities

Flexible or remote working supports inclusive workplaces by accommodating the needs of diverse groups, including older workers and those with caring responsibilities. According to a government report, nearly two thirds of carers surveryed stated that flexible work arrangements helped them stay employed. 

 

Helping working parents

Flexible working arrangements benefit parents, improving their ability to balance work and family life. According to the Modern Families Index 2023 Spotlight Report research by Bright Horizons, 67% of working parents believe flexible work helps them progress in their careers. 

 

Empowering disabled workers

Flexible working arrangements, including remote and hybrid models, can benefit employees with physical disabilities. These reduce the challenges associated with commuting, which can be costly, time-consuming, or strenuous for professionals with mobility issues. By working from home (WFH), employees can better manage their physical health and energy levels, especially on "bad days" when symptoms or conditions may worsen​.

During COVID-19 lockdowns, disabled workers took to social media to express their frustration at how employers, who had denied them working from home (WFH),  made it acceptable for their staff.

Scope UK highlights how working from home offers improved work-life balance and allows people to tailor their environment to their needs, such as ergonomic equipment or assistive technology.​ The Trades Union Congress (TUC) indicates how home working can positively impact the mental health and productivity of disabled workers. This is provided they have access to proper office setups and reasonable adjustments.

Acquiring impairments during careers

Workers are more likely to get physical impairments during their careers than to be born with them. This trend reflects factors such as workplace accidents, repetitive strain injuries, and age-related health decline over time, rather than congenital disabilities. We are working for longer, and are more likely to encounter health conditions and physical impairments. Employers may need to adopt greater flexibility through adjusted work practices, health support, and accessible workplace options to ensure older employees can maintain productivity, wellbeing, and inclusion throughout their careers​. 

 

Unseen disabilities

Employers often don't realise employees have hidden disabilities and challenges in office environments. For employees with neurodiverse conditions, including autism, ADHD and dyslexia, environment is crucial. These workers can avoid sensory distractions and set up their workspaces how they want. This is often impossible in open-plan office environments.  Whether it is a set desk or headphones to help with concentration, individuals can choose to work based on where, when, and how they’re most productive and engaged.

 

Supporting neurodiverse workers

Flexible work environments enable neurodiverse workers to play out their strengths. This includes problem-solving, attention to detail, and creativity while minimising distractions. According to a CIPD report, workplace flexibility and adjustments like quiet spaces and clear communication can enhance productivity and inclusivity for neurodiverse workers.

 

Neurodiversity and tech innovation

The benefits extend beyond inclusivity. Neurodivergent professionals bring unique strengths that make them suited to tech roles. Autistic individuals often excel in IT. This is due to traits like systematic thinking, high concentration, and the ability to identify patterns. These are crucial in software development, data analysis, and cybersecurity roles. Employers like Auticon hire only autistic consultants for their technical contributions and innovative approaches. The firm demonstrates how tailored environments boost innovation and job satisfaction. 

 

Flexible working builds inclusive tech teams

By creating environments that cater to diverse needs, tech employers can attract top talent and build teams that deliver exceptional results. Along with cost savings, flexible working could be the key to an inclusive workplace. Embracing flexible working could unlock access to an untapped pool of skilled IT professionals. This includes those with unseen disabilities, such as neurodiverse conditions: all helping to address the tech skills gap and drive innovation.