Inclusive Working Formats

1 – Before You Get Started: General Considerations

The two main aspects to inclusive working formats that should be considered are:

Offering flexible work patterns (such as time off in lieu (TOIL), flexible start and finish times, part- time, etc.)
Offering hybrid or remote working patterns

Of course, these are not always possible. For instance, if the advertised role primarily involves collecting data at a working zoo, it may be the case that your new starter is required to work between 9am – 5pm onsite with little opportunity for flexible hours or remote work.

FLEXIBLE WORK

FLEXIBLE HOUR PROS:	FLEXIBLE HOUR CONS:
Inclusive to people with certain disabilities (e.g., ADHD)	Maintaining a record of hours worked takes up time.
Inclusive to parents, carers and people working multiple part-time roles	Can cause delays if multiple people involved in the same project have few overlapping working hours.
Better work-life balance

HYBRID/REMOTE WORK

HYBRID OR REMOTE WORK PROS:	HYBRID OR REMOTE WORK CONS:
Better work-life balance; less time spent commuting	Inequalities can become more hidden; minorities report finding it harder to speak up in online meetings than in person.
Inclusive to people with certain disabilities such as mobility issues, for whom getting to the office every day could be problematic compared with working from their home.	Miscommunications are more likely when not communicating face-to-face.
Inclusive to parents and carers who would have to arrange other carers if required to work onsite.	Can be harder to develop a sense of belonging and inclusivity without frequent face-to-face meetings.
Removes pressure to relocate.

SECTION 1: Before You Get Started: General Considerations

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