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Promoting an Inclusive Workplace Conor Hughes, an HR consultant, author and speaker, said there has been an increase in the working population of people with disabilities, partially due to more inclusive hiring practices and remote work opportunities, and a broader understanding of what constitutes a disability.

Organizations can find needed: ;Staff through remote work models;; ;Scalability through cloud computing platforms; and,; ;Efficiency through automations driven by artificial intelligence (AI).; As a result of these tools and resources, quick expansion opportunities may be readily embraced.

Only 28% of employees have hybrid or remote options, but 61% would prefer them.; ;Job satisfaction and well-being drive retention.

But one possible downside of remote and hybrid work for women is access to mentorships, Lyons said.

For in-office or hybrid employees, geographic pay locations are most often determined by their nearest work location (45%) or reporting location (31%), while more than half of fulltime remote workers are tied to their location of residence.

McDonald’s told corporate staff to work remotely Monday through Wednesday to provide confidentiality while it cuts hundreds of jobs, Bloomberg reported.

The remote work changes apply to all Gap offices — including its product development headquarters in New York City — and across its Gap, Athleta, Banana Republic and Old Navy brands.

.; ;Determine if remote EU workers (working in the EU for a U.S. employer) will need to be counted under individual national laws.; ;Identify and understand compliance obligations under each specific national law.; ;Review and document each member state’s reporting and remediation requirements.; Determine Strategy ;Review global versus local compliance strategies for process, consistency and internal equity challenges.; ;Determine what strategy works best for the organization.

These can include: ;Remote work options and flexible schedules;; ;Workplace accommodations that take into account how survivors may need to work differently;; ;Employee assistance programs or peer groups;; ;Childcare assistance;; ;Access to advocacy organizations or safety resources ;; ;Flexible savings accounts to help pay for support services;; ;Employer contributions or matches to emergency savings, health savings accounts or 401(k)s;; ;Emergency grants or loans; and,; ;Flexibility in how pay is delivered.; “In addition to needing leave, survivors also need workplaces where they won’t face discrimination after experiencing domestic violence,” Bellesorte said.

But most important as we move toward a more remote and global workforce, self-service tools are key to empowering and engaging your employees.