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Hybrid working could improve workforce inclusion for 1.3 million people in the UK
04 April 2022 Equality, Diversity and Inclusion
Greater workplace flexibility could help open up new employment opportunities for 1.3 million people in the UK with disabilities, caring responsibilities, and those based in rural locations, according to a new study from LinkedIn.
For those who may struggle to commute or work regular hours, the opportunity to work from home or work flexible hours has the potential to improve workforce inclusion while adding a potential £40 billion to GDP.
The research from the Centre for Economics and Business Research (CEBR) was commissioned by LinkedIn to understand the potential for hybrid working to improve workforce inclusion.
It highlighted an “Inclusion Gap”, showing that employers are currently missing out on hiring people who would be able to work if working conditions were adapted to meet their needs.
With research from LinkedIn finding that – for the majority (86%) of employers in the UK – the pandemic has triggered a rethink of flexible and remote working, there is a real opportunity for businesses to design new policies with inclusivity at the core to make work equitable for all.
Flexible and remote work can transform access
According to the study, flexible working could unlock employment opportunities for around 600,000 people living with disabilities – which has the potential to add £20.7bn to the UK economy.
James Taylor, Head of strategy, impact and social change, at disability equality charity, Scope, said: “For many disabled people, flexible home working is something they have been requesting for years with varying degrees of success depending on the employer.
“But overnight, the pandemic forced businesses to move to flexible home-working.
“Inclusive policies such as flexible and remote working are hugely beneficial for many disabled employees, by allowing people to work in the most effective way for them and contribute their talent, skills and insight. It’s proved to be good for many employers as well, because businesses that are flexible thrive.
“We have seen the positive results and urge all employers to embrace this sea change and adopt flexible working practices to support more disabled people into work.”
The research also shows that £10.6bn would be gained from employees from households with dependent children (around 284,000 people), followed by adult informal carers (around 306,000 people) and those based in rural locations (around 104,000 people), potentially adding £6bn and £2.9bn to the UK economy respectively.
Nina Skero, Chief Executive at CEBR, said: “Our analysis highlights the enormous potential hybrid working arrangements hold for inclusivity in the UK labour market.
The hybrid office model will, by no means, remove all the structural barriers faced by the highlighted demographic groups.
Nonetheless, it does provide optimism for a more inclusive workforce.
Realising this potential comes with its own challenges, however, and the onus falls on businesses to take initiative to ensure that inclusivity forms a key part of their agenda.”