Some three years after the pandemic we are in a new world—and the workplace, like so many other spaces, has drastically changed. Of course, one of the most debated topics in the changing workplace is the long-term adoption of hybrid or fully remote working arrangements. While law firms are prudent to view remote and hybrid work arrangements as an important recruiting and retention tool, the reason why some candidates prefer remote work illustrates the importance of robust and effective DEI programs.

The Desire for Flexible Work

Though hybrid and remote work arrangements were around before the pandemic, they were generally the exception, with only 2% of pre-pandemic job listings offering remote or hybrid work schedules. See Ella Ceron, “Escaping Discrimination by Working from Home,” L.A. Times, Nov. 3, 2022. Today, the number of positions offering remote work arrangements is trending at 15% of all job listings on LinkedIn, down from a peak of 20% in the early part of the pandemic. Though a seemingly low figure, it’s important to keep in mind that only about 39% of American jobs are capable of being performed remotely. See Kim Parker, “About a Third of U.S. Workers Who Can Work From Home Now Do So All the Time,” Pew Research Center, Mar. 30, 2023.