Remote Work Trends to Watch

Flexible (not just remote) work is a driver of opportunity and inclusivity for people with FELCs, a term I only learned today despite having one myself. FELC stands for Fluctuating Energy Limiting Condition. Many disabilities do not fluctuate, e.g., an amputee does not does not magically get their limb back a few times a day. They may have accommodations like a prosthetic limb, but the disability does not change randomly. Some health conditions, on the other hand, are characterized by having energy or pain that comes and goes, like some neurological, respiratory, musculoskeletal, or autoimmune diseases. I have one such condition called myasthenia gravis. Anyway, I bring this all up because I caught a King's College London article about a study from Catherine Hale asking "can flexible job design improve employment outcomes for people with fluctuating disabilities?" For my audience here, it's critical to see how jobs can be "flexible" in many ways that are not simply "remote," but that the supply of and support for remote positions is a clear way to address the large population of people for whom traditional, inflexible, and office-based employment may not be possible. As I myself said a month ago: "Remote work may not be right for you. But not everyone can physically get to an office. So remote work opens doors, figuratively, for the disabled." Kudos to Catherine and team for the great work. Check out the links in comments and resources from Astriid. #remotework #disabilities #futureofwork #healthcondition #chronicillness #flexiblework #talent #inclusion #office

🚨Return to Office Mandate – Revolutionary or Retro? 🚨 Everyone has seen the news that Andy Jassy at Amazon thinks being in the office five days a week is simply "better for business." Even after their own research last month found the majority of employees preferred flexible working! As someone with 20+ years in senior hiring for SaaS and digital roles, the vast majority of candidates I connect with are looking for a remote-first approach (with a some in-person client and colleague meetings). 🌍 But let’s not just take my word for it—here’s why remote policies aren’t just a "perk" but actually good for business: 💼 1. Productivity’s Secret Weapon A Stanford study found remote workers are 13% more productive than in-office workers. Fewer distractions, more flexibility, and, let’s be honest, no 2-hour commute! 🚗💨 🏢 2. Cost-Saving On average, companies save $11,000 per remote employee annually, according to Global Workplace Analytics. 💸 🌐 3. Talent Without Borders With 75% of remote workers willing to work outside their region, you’re not just fishing in a bigger talent pool—you’re fishing in ALL the oceans. 🐠🌍 😎 4. Happy Employees = Thriving Business 98% of workers say they’d love to work remotely for the rest of their careers. Add in a 74% boost in work-life satisfaction (according to Gallup!), So you are far more likely to retain your current employees as well as attract new ones 🏆 🌈 5. Diversity Wins, Always Remote work fuels inclusion and diversity. And here’s the kicker: McKinsey found diverse teams outperform non-diverse ones by 35%. That’s just good business. 💡 📈 6. Higher Profits 21% rise in profitability for companies adopting remote work before the pandemic, says Harvard Business Review. Enough said. 🤑 🌍 7. Eco-Friendly and Employee-Friendly Cut the commute, cut the carbon footprint—by 54 million tons annually, according to Global Workplace Analytics. Save the planet and keep your team happy!🌱 So, before you mandate that five-day return, ask yourself—are you really boosting the business? Or just boosting office chair sales? 🪑💼 Hiring leaders who get it (and want their candidates to get it too) Let’s  talk talent🚀 #RemoteWork #LeadershipHiring #SaaS #TechLeadership #HiringTrends #Productivity

Let's start Disability Pride Month 💜 with, "Why the Disability/Neurodivergent Community Advocates for Work From Home or Flexible Work" 1. Addressing Inaccessibility: Traditional office environments often lack the necessary accommodations for individuals with disabilities. Remote work removes these barriers, providing an accessible and comfortable workspace tailored to individual needs. 2. Managing Energy Levels: Many people with disabilities experience limited energy levels due to chronic conditions. Flexible work allows them to manage their energy more effectively, reducing the risk of burnout and enhancing overall productivity. 3. Economic Benefits: Remote work eliminates the costs associated with commuting and the need for expensive adaptive equipment in the workplace. This financial relief can be significant, allowing individuals to invest in health, education, and personal growth. 4. Time for Self-Care and Family: Flexible work schedules provide individuals with disabilities more time for essential self-care routines and to spend quality time with their families. This balance is crucial for mental and physical well-being. 5. Environmental Sustainability: Reduced commuting contributes to lower carbon emissions, making remote work an environmentally sustainable option. This aligns with broader societal goals of reducing our carbon footprint. 6. Enhanced Productivity: Working from home allows for a personalized environment that can minimize distractions and increase focus, leading to higher productivity levels. 7. Improved Mental Health: The flexibility to create a comfortable and supportive work environment can significantly reduce stress and anxiety, contributing to better mental health. 8. Greater Inclusion and Equity: By adopting flexible work models, employers can ensure that their workplaces are inclusive and equitable, providing equal opportunities for individuals with disabilities. What’s the point behind this? The insistence on traditional office setups often overlooks the unique needs of the disability community. Flexible work is not merely a convenience; it’s a necessity for creating an inclusive, equitable, and productive workforce. Why should location matter if employees can deliver high-quality work remotely? It’s time to rethink outdated workplace norms and embrace flexibility as a standard practice. In an ideal world, inclusivity and accessibility are at the core of corporate values. ID: Screenshot of a Twitter post by Puneet Singhal (@puneetsiinghal22) with the tweet reading, "Why the Disability/Neurodivergent Community Advocates for Work From Home or Flexible Work." #DisabilityPrideMonth #WorkFromHome #WeAreBillionStrong #SDGs #AXSChat #Accessibility #DisabilityInclusion #WFH

Redefining Work: Innovation, Inclusivity, and the New Labor Market. As the landscape of work undergoes profound changes, stories of innovation, resilience, and inclusivity emerge, highlighting the transformation in how companies, employees, and especially those from traditionally marginalized groups navigate the evolving labor market. 🔹 Empowering Women and Disabled Workers: The post-pandemic era has seen prime-age women, especially those with young children, driving labor market recovery, reaching unprecedented participation rates. Similarly, the pandemic has ushered in a significant increase in workforce participation among disabled Americans, showcasing the potential of remote work to dismantle longstanding barriers to employment. 🔹 The Remote Work Revolution: For individuals like Lucy Trieshmann and Tameka Citchen-Spruce, remote work has not just been a convenience but a game-changer. Trieshmann, navigating the legal profession with Ehlers-Danlos syndrome, and Citchen-Spruce, a filmmaker and advocate who uses a wheelchair, have both found new opportunities and visibility in their fields thanks to the shift towards remote and hybrid work environments. 🔹 Challenges Ahead: As companies like Deutsche Bank implement policies to redistribute office presence, and as the broader push for return-to-office gains momentum, the gains made in disability employment face uncertainty. The shift raises questions about the sustainability of these inclusive practices and the potential for a regression to pre-pandemic norms. 🔹 A Call for Sustained Flexibility: The stories of those like Trieshmann, who seeks employment in a majority-disabled workplace, emphasize the need for continued advocacy for remote work and inclusive policies. These narratives underscore the importance of employers maintaining flexibility and embracing diverse work arrangements to support all employees, including those with disabilities. 🔹 The Role of Policy and Advocacy: Organizations like RespectAbility stress the importance of federal and state agencies acting as model employers by setting inclusive workplace guidelines. The experience of the pandemic, while challenging, has provided valuable lessons on the benefits of flexible work arrangements for enhancing workforce participation among underrepresented groups. As we look towards the future, the challenge lies in balancing the return to office with the retention of remote work’s inclusivity benefits. The evolving labor market demands innovative solutions that prioritize accessibility, equality, and the well-being of all workers. 💡 How can we ensure that the progress made in inclusivity and flexibility is not lost as we navigate post-pandemic work arrangements? What strategies can organizations implement to support diverse and inclusive workplaces in the long term? Share your insights and experiences below. #Inclusion #FutureOfWork #Innovation #Disability

If you truly value diversity and inclusion, allow remote work. Remote work isn't for the privileged Frappuccino drinking digital-nomad. It is for the under-represented minorities without other options: People in rural areas without local jobs. Individuals unable to commute due to disabilities. Moms caring for special needs kids. Parents with zero childcare options. • Over half of remote workers live outside major metro areas. • A quarter have disabilities making commuting difficult. • A third are racial/ethnic minorities, many single parents. Denying remote work denies opportunity to our most vulnerable. And why would we? Forbes article claims that "remote models tap into diverse talent pools, boosting innovation by 45%." As a business leader, you have a responsibility to recognize remote work's power to create access and opportunity. PS. Should companies be required to offer remote work options, or should it be left up to their discretion?

Forcing a return to office is terrible for diversity. Want a more diverse, and inclusive workforce? Offer flexibility. Almost all companies have DEI as part of their strategic priorities this year. But many of these same companies are mandating office attendance - an action so counterintuitive to fostering an environment of diversity and inclusion. Why? Here's some examples... 👨👩👧 Parents (in particular woman) - flexible work enables working parents to balance work and parenting. Mandated RTO removes this ability, leads to increasing costs, strain on relationships and in many cases meaning finding a new, more flexible role. (I know, my wife and I have been there) 🧑🦽 Disability - remote work was a game changer for employees with disabilities, both physical and non-physical, who would find being physically present in the office difficult or impossible. RTO can make working life impossible for some. 🏳️🌈 LGBTQ+ - statistically, people who identify as LGBTQ+ are more comfortable with remote and flexible work than being in an office. Sadly, there are still people who feel unable to be their true selves in an office environment. 🫱🏼🫲🏾 Culture - gender, race, religion, age. All are factors that can impact how one feels at work. Remote and flexible work has been proven to break down barriers around all of these factors. RTO mandates are putting them back up again. 💰 Economic diversity - with many offices located in big cities, you create a divide in terms of who can afford to work for you. Those from backgrounds not fortunate enough to be able to afford to live within commuting distance of an office are excluded. Diversity comes in many forms, and these here just scratch the surface. There is more than enough research to show that there is no benefit to full time office work, over a more flexible approach. It doesn't have to be fully remote, not by an means. But when you've been flexible and not mandated office days, going back and doing so will have an adverse affect on your teams. It is undeniable. Flexible work = inclusive work Flexible work = a diverse team Flexible work = work for everyone Flexible work = happier employees Flexible work = more profitable business Companies who promote flexible working, will in the long-run outperform those that don't. Willing to bet on that. Atlassian are the modern day case study in this. Go check out their approach - I'll link in the comments. #futureofwork #flexibleworking #remotework #diversity

Remote work keeps getting framed as a perk, yet for millions of professionals living with chronic illness it is a critical medical accommodation that allows them to remain employed. The narrative that these employees are less productive from home is one of the biggest misconceptions in the modern workplace. In reality, many excel when they have an environment that supports their health, minimizes triggers, and lets them use their energy on meaningful work instead of on commuting, masking symptoms, or recovering from office environments that make their conditions worse. Another misconception is that accommodations are special treatment. They are simply the adjustments that allow highly skilled, capable, and dedicated employees to contribute without being pushed out of the workforce by outdated expectations. What often gets overlooked is the extraordinary talent these individuals bring. People living with chronic conditions develop resilience, adaptability, creativity, and problem-solving skills that strengthen teams and elevate performance across an organization. Remote work remains one of the most affordable and effective ways to create a truly inclusive workplace. When companies embrace accessibility, they unlock a level of loyalty, innovation, and retention that is impossible to achieve through traditional workplace models alone. As 2026 approaches, HR and organizational leaders have an important opportunity to strengthen their workplaces in meaningful ways. By embracing accessibility, modernizing accommodation practices, and recognizing remote work as a legitimate medical need, companies can create environments where every employee has the chance to thrive. The organizations that lead with understanding will not only retain incredible talent, they will build cultures that are healthier, more resilient, and better prepared for the future of work.

Imagine this: if you’re not from the US or EU, you’re never going to get a leadership role here. No matter your qualifications. That’s the quiet rule inside some remote companies. They preach “talent is everywhere.” Until promotions come up. I know because I’ve lived both sides of it, as a Jamaican working remotely. One company did exactly what they promised. They listened. They promoted me. They backed my ideas with authority, not applause. Another company played a different game. I shared ideas. Others presented them. They got the credit. I got the Slack thumbs-up. Same skill set. Same work ethic. Two very different realities. Here’s what was actually happening. One company treated me like a partner. The other treated me like labor. And the difference shows up fast. In the first company: → Contribution mattered more than location → Ideas were credited publicly → Promotion followed impact In the second: → Ideas flowed upward, credit flowed sideways → Leadership roles had invisible borders → “Great thinking” never turned into authority This isn’t personal. It’s structural. Remote work exposed something uncomfortable. Some companies want global talent. Others want global output. There’s a difference. And the data backs it up: → Professionals outside the US and EU are 30–50% less likely to hold senior roles in remote-first companies (Source: Deel Global Hiring Report, 2024) → Companies with geographically diverse leadership teams are 19% more likely to outperform financially (Source: McKinsey, Diversity Wins) → Teams that publicly credit contributions retain top performers 2x longer (Source: Harvard Business Review) Inclusion isn’t hiring internationally. Inclusion is sharing power. Remote work didn’t flatten hierarchies. It revealed them. And if you’re a founder or executive reading this, ask yourself one honest question: Whose ideas are driving your company forward, and who is getting the credit?

Remote work has been a game-changer for many, but for neurodivergent individuals, it's often a lifeline. The flexibility, reduced sensory overload, and ability to create a personalized workspace can significantly enhance productivity and well-being. For those of us with chronic illnesses and disabilities, the freedom to work remotely can be transformative, allowing us to manage our conditions while contributing to the workforce. 5 Reasons Remote Work is Best for Neurodivergent and Disabled Folks: 1. Reduced Sensory Overload: Office environments can be overwhelming due to noise, lighting, and constant social interactions. Remote work provides a quieter and more controlled environment. 2. Flexible Schedules: Remote work allows for tailored schedules to accommodate individual needs, whether it's managing chronic illness symptoms or optimizing focus times. 3. Accessible Workspaces: Individuals can design their home workspace to meet specific accessibility requirements, using assistive technology and ergonomic equipment. 4. Navigating Social Cues: Remote work can be less overwhelming for individuals who find social interactions challenging. Asynchronous communication tools like Slack can provide a more comfortable environment for processing information and responding. 5. Increased Autonomy and Control: Remote work empowers individuals to manage their workload and environment in a way that best suits their abilities and needs. If you are neurodivergent, disabled or have chronic illnesses - what are some of your reasons remote work works for you? If remote work doesn't work for you, I'd also love to hear that as well. #Neurodiversity #Neurodivergent #RemoteWork #WorkLifeBalance #Inclusion #Accessibility #AccessibleWorkplaces #InclusionAndBelonging #InclusionMatters #BelongingMatters