Diversity & Inclusion: Working From Home is the Key to Diversity

The COVID-19 pandemic forced firms globally to allow working from home—a new experience for many companies and individuals. 74% of the banking and financial services workforce reports wanting to embrace the working from home model according to a recent poll by our parent company, Phaidon International. In addition to professionals preferring the work-from-home model, this shift also opens up the door for companies to improve diversity & inclusion among their teams.

Opening doors for DE&I

Flexible work arrangements have the potential to enhance diversity, equity and inclusion (DE&I) in the workplace. Here’s how they can create opportunities:

1. Gender diversity

According to an International Labour Organization (ILO) report, women in Asia and the Pacific perform four times more unpaid care work than men. Traditional, office-centric workforces often force women to choose between their careers and caregiving responsibilities. Flexible work options, such as remote working, allow women to better balance these demands.

2. Inclusion of people with disabilities

With an estimated 650 million people with disabilities in Asia, promoting their inclusion in the workforce is a crucial goal. Remote work can help by accommodating their specific needs without stigma, fostering a more inclusive environment.

Flexible work allows individuals with disabilities to adapt to their roles more comfortably, opening up opportunities for meaningful employment.

3. Empowering contingent workers

Contingent workers—such as freelancers and contractors—are often seen as peripheral to an organisation. However, the normalisation of remote work and digital communication can help shift this perception.

By integrating contingent workers into core workflows, firms can build stronger relationships and better leverage these professionals' skills.

DE&I: A long-term commitment

While flexible work arrangements can initiate progress, achieving true diversity and inclusion requires sustained effort. This is not a quick fix but an ongoing process of organisational self-reflection. Companies must focus on:

• Reshaping culture: Encouraging inclusivity through mindset shifts
• Transparency & flattening hierarchies: Breaking down barriers to ensure everyone’s voice is heard
• Self-disruption: Continuously evaluating and challenging existing practices to foster inclusivity

DE&I hiring strategies

Diversity and inclusion remain top priorities for business leaders, as fostering a workplace that values differences drives innovation and business success. However, transforming intent into measurable results can be challenging.

The Selby Jennings team has a successful history of assisting HR leaders and hiring managers in implementing DE&I hiring strategies, offering tailored solutions and proven practices.

For support building effective DE&I initiatives, please reach out to our award-winning team, or read our Diversity, Equity & Inclusion Report for more information about DE&I in financial services.