In a time when we often find ourselves divided instead of united,

Be reminded, there is only one force that overcomes fear and hate,

LOVE makes US great!

When I started working three decades ago, you would never see references to "flexible hours" because one either worked the day shift, swing shift, or night shift. We didn't have the tools we have now to work from anywhere, at any time, for many jobs.

I was fortunate in my last corporate role to have a job where the nature of the work didn't require me to be there during certain hours; yet, there was a belief that you had to be physically present during business hours to be productive. 

We didn't have formal programs that supported flexibility in scheduling or work location. So, when I or my team members needed flexibility, we just did it and kept it quiet. We recognized that there was significant personal value in flexibility, and we trusted each other to complete the work, regardless of where or when.

In hindsight, I regret not being more open about it and even promoting it. Flexibility made my team more engaged - retaining key talent and accelerating production. These are things to celebrate. Why did we keep that quiet? The corporate culture just wasn’t there yet. Now, the research on productivity and inclusion continues to validate the value of flexibility.

A recent report from UN Women states that “Flexible working is non-negotiable for gender equality.” Women are doing 3x more care and domestic work at home and are 10x more likely to take time off to care for sick children than men. Flexibility makes it more tenable to balance multiple responsibilities. When flexibility is normalized for both women and men (who also value flexibility), EVERYONE benefits.

The critical key to making flexibility work is trust. Leaders must set clear expectations about outputs required, not hours worked. Then trust that your team member is focused on the work, not the physical space, nor the time of day, where and when the work happens.

I recognize that some jobs don't have the flexibility to work from anywhere. Many of these jobs can still offer flexible workdays and shift times. It takes some managerial flexibility to be flexible. The benefits of engagement and equality make it worthwhile to explore.

Creating workplaces that work for everyone, with options for flexibility and trust, is love in action. 

Love requires participation. 

Love requires action. 

Love requires commitment. 

With gratitude,

Joyce Aiko

(yes, love really is my middle name)