Among companies planning to reopen, only 13% are implementing safety measures or policies specific to employees who will use public transport.
Companies are busy preparing for the return of the employees to work. Many solutions are now available for them to make the post-pandemic workplace safe.
A new survey by The Conference BoardOpens a new window suggests, however, that employees may not be safe returning to work just as yet.
As per the survey, 35% of companies covered don’t know when they will reopen the workplace.
But those who are preparing to reopen, only 13% are actually implementing safety measures and/or policies specifically for workers taking public transportation (for instance, requiring more frequent screening or providing extra safety supplies for workers who use public transportation or shared shuttles).
Only 19% are providing childcare options for workers (e.g., on-site childcare and flexible scheduling to meet childcare needs).
While getting employees back into the office has its merits, companies must spend time and effort in identifying the kind of support their employees need for them to be confident about coming back.
Don’t Come Back, Jack
There are more critical findings that could make employees more hesitant about coming back to work:
- Only 46% of employers have planned for staggered shifts within the workday or workweek to reduce worker contact
- Only 46% plan to create staggered timings for business units or workers to re-enter the workplace
- 39% of companies plan to reopen by the first quarter of 2021
- 13% have remained open throughout
The absence of practices that can set social distancing norms is worrying. The fact that so many organizations are not planning for childcare options and safety of workers on public transport shows that while they are ready to put in effort to meet basic requirements, they are not prepared to go the extra mile to demonstrate employee care. This could result in disengagement within employees and despite the need for a job, many might even quit.
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How Can Lack of These Actions Prevent Employee Return?
The absence of two key actions can prevent employees from returning to work.
Childcare options
In the absence of provision for childcare facilities and flexible scheduling for parents to be able to meet childcare needs, there are fewer working parents who are likely to come back. A recent study by Boston Consulting GroupOpens a new window shared that parents have nearly doubled the time they spent on education and household tasks before the coronavirus outbreak, to 59 hours per week from 30. Mothers spend 15 hours more on these tasks on average than fathers. Without the support of organizations, they will be left with no choice but to drop off from the workforce to meet their caregiving needs.
Public transportation
The Traveller Sentiment Survey by Oliver WymanOpens a new window gathered responses from 4,600 people in nine countries through May 2020. As per the data, more than half (52%) of respondents described themselves as uncomfortable using subways and buses. With that in mind, transportation companies like Lyft have launched the Lyft Pass, which will allow organizations to create custom transportation programs and help employees commute to work safely. Without creating the provision for such options, companies cannot be considered ready to get employees back onto their premises.
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The Way Forward
The current situation has exposed social inequities that are now transcending into the workplace. It has also shown the vulnerabilities that exist in a practice as routine as traveling to work. Without concrete actions to alleviate these challenges, organizations will be unable to retain a large number of their high-potential employees. Steps such as temperature screening can be helpful, but without specific action for those who are likely to be exposed more than others, this step might also not add value.
Note: The Conference Board survey covered more than 1,100 businesspersons across 20 U.S. metropolitan statistical areas (MSAs). The respondents were primarily C-suite executives, vice presidents, and senior managers.