Over the course of the past five years, the concept of “flexible” has become a touchstone for many employees. Currently, the level of flexibility in a workplace is considered a “key indicator for whether an employee is happy with their work arrangement.”i Additionally, recent survey results show that the majority of employees rank remote work as a “top company benefit.”ii Despite the importance that employees place on workplace flexibility and remote work, more and more companies are implementing “return to work” mandates.iii iv This discontinuity between the flexibility that employees want and the flexibility, or lack of flexibility, that employers are providing is an issue that all of us should be interested in. True flexibility must be seen as a way of life for all members of the workforce.
Amidst these discussions of flexible work, work-life balance, and remote work, it is important to be able to define flexibility in the context of work. In a Harvard Business Review article written by three researchers who study workplaces, Kossek, Gettings, and Misra define true flexibility as “aligning the interests of employers and employees and thus benefitting both groups.”v This idea has also been referred to as “comprehensive flexibility.”vi In essence, these arguments indicate that we, as a society, often look at flexibility incorrectly.vii We all too often think only about where we work, rather than considering a comprehensive approach to flexibility that includes both when we work and how we work. By this definition, remote work is not the same as flexibility, however it is a key aspect of flexibility and a desirable benefit for much of the U.S. working population.
For many members of the workforce, flexibility is much more than simply a nice[1]sounding concept; it is necessary. Researchers note that “women, especially working mothers and caregivers, have historically been the primary seekers of accommodation and have faced pay and career discrimination as a result.” viii In 2023, 38% of women with young children said that without workplace flexibility they would have to reduce their hours or quit their job.ix As more and more Utah women are entering the workforce,x encouraging true flexibility across workplaces is an excellent way to support the advancement of these women. Additionally, while women do stand to gain significantly from greater flexibility, it’s important to remember that this isn’t a zero-sum game. The issue of true flexibility isn’t only about women or moms. It’s about families, friends, and communities. While we do need to understand the unique barriers that women face in the workplace, we also need to understand that increasing flexibility for everyone will ultimately benefit everyone.
Benefits of True Flexibility
Numerous studies exhibit benefits resulting from true workplace flexibility. For one, remote and hybrid workers are consistently more engaged than fully in-person employees, leading to higher productivity and performance.xi Workplace flexibility also often leads to greater diversity in the workplace because these arrangements allow more opportunities for a wider range of people.xii Furthermore, women who can work remotely report “fac[ing] fewer microaggressions and have higher levels of psychological safety.”xiii
As exhibited by the data below, over 80% of employees say that flexible work arrangements make it easier to find work/life balance. 57% of employees say that flexible work arrangements lead to less fatigue and burnout.xiv In this same survey, the top benefits of in-person work were reported at much lower percentages than were the top benefits of remote work. Similarly, another recent survey found that the top benefits of hybrid work were “selected two to three times more than the top challenges.”xv
As a future mother, flexibility and work-life balance are topics that I frequently reflect on. As I make decisions about my future career, my number one job criteria is whether an organization has a culture of flexibility with managers who promote that culture. As it turns out, I’m not alone in this worry. A study by McKinsey and Company reveals that female employees rank the benefits of “opportunity to work remotely” and “control over when you work” as benefits second only to healthcare. Unfortunately, the study also reveals that employers don’t perceive how impactful flexibility really is.
Critics of flexible work arrangements argue that flexible work is an endangerment to employees. By this line of thought, workplace flexibility causes employees to be overworked, leads to a blurring of the lines between work and home, and causes an overall jeopardization of employee well-being.xvi However, the main flaw with these arguments is the fact that these assertions don’t reflect the meaning of true flexibility. If employers and employees are effectively able to align their interests, then employees’ well-being won’t suffer. Employees won’t be overworked. And employees will be on the road towards finding greater balance in their life.
Flexibility & The BYU Marriott Values
As students in the BYU Marriott School of Business, our vision is to “transform the world through Christlike leadership,” including embracing the values of: Faith in Christ, Integrity in Action, Respect for All, and Excellence.xvii Each of these values is inherently tied to flexibility in the workplace.
• Faith in Christ “gives us the capacity to envision a better future, … and the courage to act in the face of challenges.”xviii Likewise, while increased flexibility in the workplace may not always be the popular or easy choice among managers and company leadership, it is the right choice. We need to start imagining a future where no matter who you are, you can work in a way that prioritizes the things that are most important to you. In this way, we can also prioritize the things that should be most important to us as a society.
• Integrity in Action means “hold[ing] ourselves to the highest moral and ethical standards.”xix In this way, we also “focus our ambitions on things of eternal consequence.” Similarly, as we embrace true flexibility, we are better able to help people find greater balance in their lives, which in turn allows people to put their needs and their families’ needs first.
• Respect for All is about fostering “a climate of respect and belonging [that] enhances our learning, facilitates collaboration, and encourages personal growth.”xx As we embrace true flexibility, we signal to all people that they are valued and that they can belong in the workplace. By having an environment of true flexibility, we can show women especially that we value their contributions in the workplace, and we want to support them.
• The value of Excellence should encompass all that we do, including “learning, teaching, research, management, and leadership.” True flexibility is not only excellent in and of itself, but it also fosters excellence in the workplace. As mentioned previously, remote and hybrid workers tend have higher productivity and performance.xxi When employees and employers are allowing true flexibility to permeate the workplace, employees will better be able to put forth excellent work and companies will reap that benefit.
True flexibility means holding ourselves to a higher standard. However, let’s not shy away from true, comprehensive flexibility simply because it may be hard. At our most recent General Conference, Elder D. Todd Christofferson discussed the danger of “devotion to career becom[ing] the paramount focus of one’s life” for both men and women.xxii As we strive to help all people have greater harmony in their lives, increased flexibility in the workplace should be one of our paramount concerns because true workplace flexibility can lead to greater work-life balance and increased prioritization of the things that matter most in life. xxiii This balance isn’t going to be easy, but as we embrace true flexibility, we will better be able to realize this goal of greater harmony in life.
Conclusion
While transforming workplace culture may seem like a lofty goal, there are many concrete ways that we can all start working towards true flexibility. And it all starts with better open communication and greater trust.xxiv As we embrace true flexibility in the workplace, we will be able to better understand and mitigate the unique barriers that women and families face. Additionally, as we work towards true flexibility, we can adjust our view of flexibility to be one in which flexibility is no longer a gendered issue. True flexibility is about helping the entire family, and ultimately it benefits everyone.
Notes
i Workhuman. “The Evolution of Work.” Workhuman IQ (Spring 2023). https://assets.ctfassets.net/hff6luki1ys4/6s48uwqbdPLHnKd67h9wyg/3b31f1d3eff5fafb1a0d7735363bc9de/the[1]evolution-of-work-the-value-of-an-employee-first-culture.pdf.
ii André Dua, Kweilin Ellingrud, Phil Kirschner, Adrian Kwok, Ryan Luby, Rob Palter, and Sarah Pemberton. “Americans are Embracing Flexible Work – And They Want More of It.” McKinsey & Company (June 2022). https://www.mckinsey.com/industries/real-estate/our-insights/americans-are-embracing-flexible-work-and-they[1]want-more-of-it.
iii Kara Dennison. “How the Flexible and Remote Work Debate Will Carry Into 2024.” Forbes (January 2024). https://www.forbes.com/sites/karadennison/2024/01/24/how-the-flexible--remote-work-debate-will-carry-into[1]2024/.
iv Alex Christian. “The Companies Backtracking on Flexible Work.” BBC (February 2023). https://www.bbc.com/worklife/article/20230206-the-companies-backtracking-on-flexible[1]work#:~:text=Disney%20isn%27t%20the%20only,full%2Dtime%20office%20working%20patterns.
v Ellen Ernst Kossek, Patricia Gettings, and Kaumudi Misra. “The Future of Flexibility at Work.” Harvard Business Review (September 2021). https://hbr.org/2021/09/the-future-of-flexibility-at-work.
vi Ludmila N. Praslova. “The Radical Promise of Truly Flexible Work.” Harvard Business Review (August 2023). https://hbr.org/2023/08/the-radical-promise-of-truly-flexible-work.
vii Kossek, Gettings, and Misra. “The Future of Flexibility at Work.”
viii Kossek, Gettings, and Misra. “The Future of Flexibility at Work.”
ix McKinsey & Company. “Women in the Workplace 2023.” McKinsey & Company (October 2023). https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace-2023.
x Julene Reese. “Utah Women at Work: A 2023 Labor Force Update.” Utah State Today (December 2023). https://www.usu.edu/today/story/utah-women-at-work-a-2023-labor-force-update.
xi Jeremie Brecheisen. “Research: Flexible Work Is Having a Mixed Impact on Employee Well-Being and Productivity.” Harvard Business Review (2023). https://hbr.org/2023/10/research-flexible-work-is-having-a-mixed[1]impact-on-employee-well-being-and-productivity.
xii Kossek, Gettings, and Misra. “The Future of Flexibility at Work.”
xiii McKinsey & Company. “Women in the Workplace.”
xiv Dua et al. “Americans are Embracing Flexible Work – And They Want More of It.”
xv Gallup. “Indicators: Hybrid Work.” Gallup (2024). https://www.gallup.com/401384/indicator-hybrid-work.aspx.
xvi Brecheisen. “Research: Flexible Work is Having a Mixed Impact on Employee Well-Being and Productivity.”
xvii BYU Marriott School of Business. “Vision, Mission & Values.” https://marriott.byu.edu/our-story/mission/.
xviii BYU Marriott School of Business. “Vision, Mission & Values.”
xix BYU Marriott School of Business. “Vision, Mission & Values.”
xx BYU Marriott School of Business. “Vision, Mission & Values.”
xxi Brecheisen. “Research: Flexible Work Is Having a Mixed Impact on Employee Well-Being and Productivity.”
xxii D. Todd Christofferson. “Burying Our Weapons of Rebellion.” The Church of Jesus Christ of Latter-day Saints (October 2024). https://www.churchofjesuschrist.org/study/general[1]conference/2024/10/21christofferson?lang=eng.
xxiii Kossek, Gettings, and Misra. “The Future of Flexibility at Work.”
xxiv Kossek, Gettings, and Misra. “The Future of Flexibility at Work.”