Not too long ago, the world experienced a massive shift in the way we work—aka, the accelerated adoption of flexible working models. Today, in the post-COVID-19 landscape, these alternative forms of work have become more than just temporary solutions; they are now integral to the future of work. This shift is particularly significant for two key groups: Gen Z, who are entering the workforce with new expectations and values, and people with disabilities, for whom flexible work options can be a crucial enabler of employment.
In our recent podcast interview with Kat Nicholls, Content Creator and Strategist at Happiful and Host of their in-house podcast ‘Finding What Works,’ she dives deeper into the nuances of flexible work models and their appeal, especially for Gen Z workers. Kat, an advocate for remote work, shares her insights on how companies can create inclusive and productive remote work environments, the importance of a “third place”, and why some companies resist the shift to remote work.
Ushering in a new era of flexible working
When the pandemic hit the world, Gen Z took the brunt of the blow during their most formative years. Many Gen-Z teens and adolescents went on to adapt to online learning, virtual internships, and remote work relatively quickly as most schools shut down during the lockdowns. Now, as they’re just beginning to establish their careers, the young generation ventures into uncharted territory—the in-person office.
Why? Well, unlike previous generations, many Gen Z workers have never experienced a traditional office setting. Instead, they have come to expect flexibility, wellness initiatives, and meaningful work.
For Gen Z, flexibility is not just a preference but a core value. In a Washington Post article entitled ‘Gen Z workers demand flexibility, don’t want to be stuffed in a cubicle’, a 23-year-old public relations professional Ginsey Stephenson represents this mindset. Citing the hybrid model her firm offers, which allows her to work both from home and in the office, she stated: “I actually love going into the office—it feels more organic.” However, she also values the ability to work remotely, highlighting the importance of having options.
In the same article, Linda Jingfang Cai, Vice President of Talent Development at LinkedIn, shared that Gen Z workers demand that employers care about them as whole people. Flexibility, mental health support, and ethical leadership are top priorities for this generation. As Gen Z is expected to make up 30% of the workforce by 2030, companies that fail to accommodate these preferences risk losing out on a significant portion of young talent.
In addition to this, Kat, who has been at the forefront of discussions about wellness and flexible work, believes that the flexibility gained from remote and hybrid work models is not merely a convenience but a necessity for fostering a supportive and inclusive work environment. Her stance resonates with the experiences of many workers who have found new ways to balance their professional and personal lives.
Accessibility and flexibility go hand in hand
Flexible work models are particularly vital for people with disabilities. Traditional office environments can present numerous barriers, from physical accessibility issues to the rigidity of a 9-5 schedule. Flexible working hours and remote work can provide disabled workers with the accommodations they need to manage their health and professional responsibilities effectively.
“A huge thing for me is accessibility for people with disabilities and neurodiverse people who find it really difficult to come in and work in an office environment. An office environment isn’t conducive for a lot of people. It can be quite loud and distracting. There are often bright lights and other environmental factors you can’t control,” Kat explained.
“For some people, it’s incredibly difficult for them to physically and mentally come in and spend an entire day in the office,” she elaborated. “I have a team member who is autistic. Before COVID happened, she worked from home for a couple of days because it was too much for her to come into the office every day. It was too overstimulating and she did her best work at home. Now, she is fully remote and it works really well for her and our team.”
There are many benefits for people with disabilities—many of which can also be applied to those with other circumstances unrelated to disability.
Accessibility benefits of flexible working
Flexible work offers several benefits for people with disabilities, as Careers with Disabilities highlights in their piece, titled ‘Is flexible working really better for disabled people?’
These include flexible hours, which allow workers to manage their health conditions by scheduling work around medical appointments and periods of low energy.
Remote work in particular eliminates the need for commuting, which can be physically and mentally exhausting for some people with disabilities. Additionally, working from home enables individuals to create a workspace that suits their specific needs, from ergonomic furniture to assistive technologies.
Flexibility helps disabled workers balance their professional and personal lives, reducing stress and improving overall well-being. For many, this remains a luxury because not only do they need to carry out additional steps to maintain their general health, but the task load they must carry out for each day increases by many times.
Why we should care
Creating an inclusive remote work environment requires understanding and addressing diverse needs and preferences—and flexible working is one such accommodation that isn’t limited to disabilities or neurodivergence. New parents, for example, could greatly benefit from such flexible models.
To add to that, wellness and mental health support are critical components of an inclusive work environment. Companies that prioritise these aspects not only attract but also retain top talent. For example, Procter & Gamble has expanded their benefits to include mental health offerings and stress management tools, recognising the importance of supporting their employees’ overall well-being.
In addition to this, flexible working requires building a culture of trust and respect in order to be successful. This means that employers must demonstrate ethical leadership and show genuine interest in their employees’ development and well-being.
The problem with flexible models
Of course, none of this comes without caveats. While flexible work models offer significant benefits, it’s important to recognise that not all people benefit from remote work. Some may find working from home isolating or may struggle with the lack of routine or in-person training/learning opportunities. While some may find the office environment distracting, the opposite could happen to others, leading to a drop in productivity while remote working.
While many Gen Z workers embrace flexibility, others value the social aspects of an office environment. In the Washington Post interview, 22-year-old Selena Tran, a fintech employee, appreciated the balance of working from home while also enjoying in-person interactions with colleagues. She even went on to say she learnt more from being in the office than by working from home.
While this does bring to light the dichotomy among younger Gen-Zs, it is also a common division amongst older employees.
Finding the right balance
Kat emphasised the importance of communication and balancing these needs with business objectives, noting, “It’s impossible to please everybody all the time,” referencing her experience with a four-day workweek that, while popular with some, didn’t suit everyone.
“Things like scheduling meetings became tricky because we didn’t trial it in that the whole company would take one day off. was kind of different people took different days off. So, if you’re trying to schedule a meeting across the company and three out of the five people you wanted to talk to are not in that day, it would be a struggle … I think, personally, some people did just quite like the structure or the timings just didn’t work for them if they had to work longer days. Again, if they have to go and do a school pickup, etc., it interferes with the free time that they enjoy in the evenings and becomes a problem. So, it was a real mixed bag.”
Kat suggests that companies should consider surveying employees, speaking to team managers, and finding solutions that work best for different teams. For example, her team of writers thrives with remote work, while customer service teams benefit from in-person interactions.
Time to embrace change
As we move forward, it’s clear that flexible working models are here to stay. Our lengthy remote working stints during and after the pandemic have shown us that work can be done effectively outside the traditional office setting. Now, many workers—both young and old—now expect this flexibility as a standard part of their employment.
By understanding and embracing the unique needs of Gen Z and people with disabilities, we can pave the path towards more dynamic and supportive workspaces. This shift not only benefits employees but also drives innovation and success as it enables diverse people to bring their skills to the table without barriers. It’s clear that the future of work will become more flexible, inclusive, and focused on well-being as we go on.
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