By Richard Socarides, Chief Communications Officer at GLG<\/p>\n
Over the past two years, we\u2019ve learned that we can work\u00a0effectively, and even thrive, when remote.\u00a0We\u2019ve also learned that flexibility provides real benefits, from hours saved not commuting to better access to wellness tools and childcare to additional choices in where to live.\u00a0While many of us miss\u00a0the spontaneous conversations and social connections full-time office life provides, we need to keep adapting to meet the moment we\u2019re in.<\/p>\n
At our company,\u00a0GLG, the future of work continues to evolve. What started out of necessity went on to become the way forward \u2013 a result of ongoing employee feedback and\u00a0insights from our leading experts<\/a>\u00a0in the space. These decisions are not made behind closed doors. They\u2019re made with the input of thousands of colleagues, an approach\u00a0that clearly resonates<\/a>. We now see two key models for our organization: flexible working, where people come to an office a few, or several days a week, month, or quarter;\u00a0and\u00a0fully remote working with opportunities to get together on a few occasions throughout the year.<\/p>\n Connection still matters. But we want to be more intentional about how and when we spend time together in person.<\/p>\n Moreover, \u201cDEI initiatives and \u2018future-of-work\u2019 planning are inextricably linked,\u201d as was\u00a0recently pointed out by Sheela Subramanian and Ella F. Washington in Harvard Business Review<\/a>. At GLG, our commitment to diversity, equity, and inclusion has only deepened in this period \u2013 when we, as others, hope to come together to press for solutions to longstanding inequities. Actively supporting policies like a hybrid blend of in-office and remote work ensures employees all have the opportunity to thrive, regardless of individual circumstance.<\/p>\n As we grow our teams around the world, we\u2019re mindful also that under certain circumstances\u00a0remote work may disproportionally favor established employees<\/a>. How can we create more mentorship opportunities and \u201cwater cooler\u201d moments in a remote work environment? In February,\u00a0we launched GLG Groups<\/a>, a program that connects GLGers across the company around key topics to support career development. We see this as an opportunity to provide virtual forums for our colleagues to learn from each other on their own terms. We\u2019ve also expanded manager training to ensure career path discussions are taking place.<\/p>\n