{"id":262,"date":"2023-09-01T08:31:34","date_gmt":"2023-09-01T07:31:34","guid":{"rendered":"https:\/\/wp.lancs.ac.uk\/inclusive-working\/?p=262"},"modified":"2023-09-01T08:31:34","modified_gmt":"2023-09-01T07:31:34","slug":"employer-guest-blog-creating-sustainable-hybrid-working-environments-for-disabled-workers","status":"publish","type":"post","link":"https:\/\/wp.lancs.ac.uk\/inclusive-working\/2023\/09\/01\/employer-guest-blog-creating-sustainable-hybrid-working-environments-for-disabled-workers\/","title":{"rendered":"Employer guest blog: Creating sustainable hybrid working environments for disabled workers"},"content":{"rendered":"

By Simone Cheng, Senior Policy Adviser, Acas<\/em><\/strong><\/p>\n

As workplaces move beyond the traditional 9-to-5 office culture, the horizon unveils a promising era of hybrid working\u2014blending the best of remote and on-site collaboration. But this revolution must be inclusive. We must ensure that no one is left behind, that every voice is heard in shaping the way forward, and that every door is open to opportunity.<\/p>\n

With more disabled workers moving out of work than moving in, and the disability employment gap now at its widest point since 2018, there is a real urgency in ensuring hybrid working practices are both accessible and sustainable in the longer term.<\/p>\n

That\u2019s where the Inclusive Hybrid and Remote Working Study (IHRWS) comes in. This two-year project, led by Dr Paula Holland<\/a> of Lancaster University, seeks to better understand disabled workers\u2019 experiences of hybrid and remote working in order to promote more inclusive workplaces and indeed, greater labour market participation. Acas exists to make working life better for everyone, and so we are delighted to be involved in this timely and important study.<\/p>\n

Insights from calls to the Acas helpline tell us that implementation of hybrid models can often fail to take account of disabled workers\u2019 needs. Previous research by Paula Holland and The Work Foundation<\/a> (a project partner on IHRWS) also found that of all respondents who requested additional support or new adjustments while working remotely, almost 1 in 5 (19.1%) had their request refused, with no alternative arrangements put in place. To make hybrid working work for disabled workers, Acas believes there are some fundamental actions employers should prioritise.<\/p>\n

Listen to the evidence<\/strong><\/p>\n

A steady stream of research consistently points to the positives of hybrid working. A recent report by the CIPD<\/a>, for instance, found that 68% of employers that offer hybrid or remote working say it has allowed their organisation to attract and retain more talent. Further, \u00a0research by The Work Foundation<\/a> noted a huge 85% of disabled workers felt more productive while working from home, adding to a long list of survey findings which challenge the myth of on-site productivity.<\/p>\n

Evidence also shows the multitude of benefits of home and hybrid working on workers\u2019 health and wellbeing. For disabled workers in particular, being in the comfort of one\u2019s own space can provide the flexibility to manage their health condition in a way that suits them. This can include, for example, being able to take regular breaks or administer any medication as necessary, as well as having ready access to a support system around them, such as family and friends. A home environment can also mean less distractions and sensory demands, which can be of particular advantage to people with neurodivergent conditions.<\/p>\n

In order to reap the benefits, however, organisations need to take a considered approach. Managed poorly and without an appropriate framework in place, hybrid working can have negative impacts on both physical and mental health, as well as more broadly on job satisfaction and job quality.<\/p>\n

Understand the duty of care<\/strong><\/p>\n

As set out in Acas\u2019s guidance on employers\u2019 legal obligations<\/a>, employers must by law do all they reasonably can to protect their employees’ health, safety and wellbeing at work. Thinking specifically about hybrid working, this includes the following:<\/p>\n