According to new data from Glint, the people success platform, employers that have committed to supporting remote work appear to be creating more inclusive work experiences.

Looking at aggregated data from millions of employee-engagement survey responses from over 600 companies around the world, Glint’s latest analysis shows that employees at remote work-friendly firms were 14% more likely to agree they feel safe to speak their minds and 9% more likely to report that their leaders value different perspectives, compared to their peers in companies that haven’t enabled remote working.

The analysis used a number of metrics to derive its conclusions, including noting the proportion of remote job adverts companies post on LinkedIn. The study also shows that virtual work creates many circumstances that can bolster employees’ feelings of inclusivity. Virtual work can provide flexibility to people with caregiving responsibilities, bypass location bias, and reduce the amount of time and energy required to conform to biased ‘professionalism’ standards, Glint data reveals.

This matters, as the survey data also highlights the fact that what team members see as defining a great work culture has changed dramatically over the first year of the Covid pandemic—50% of the top 10 drivers in 2020 were not in the top 10 in 2019. Opportunities to learn and grow has emerged as the strongest driver of work culture, shooting up eight positions.

In the first half of 2020, employees’ sense of belonging also started to impact on employee happiness, increasing by a notable 12% to become the second most important driver of a great work culture. This is highly significant, as when lockdown stripped away physical interaction, less tangible drivers of work culture—growth opportunities, belonging, and values—became overnight more important in the workplace.

There’s also a positive uplift for recruitment and retention, as the data shows that employees at organisations with highly rated cultures are 31% more likely to recommend working for their organisation, and 15% more likely to report being happy working there.

Steven Buck, Head of People Science, EMEA, Glint, said: “In many ways remote work has equalised opportunities for employees to be heard and seen. In a virtual-work environment, every meeting looks the same, and each person takes up the same screen real estate, from the CEO to the intern. As organisations re-examine how to foster diversity, inclusion and belonging in the new world of work, early signs indicate they’d do well to build on virtual work and expand habits, programmes and tools that help people bring their authentic selves to work. The way we work changed drastically in 2020. Employees want more from their employers now than just a pay packet. They want to be challenged, they want to work in a space where they can bring their whole selves, and they want leaders to mean what they say and say what they mean.”

Survey Methodology

The insights in this edition of the Glint Employee Well-Being Report were sourced from a blend of Glint People Success Platform data and LinkedIn job postings data. Work culture insights spanning 2019 and 2020 came from millions of Glint survey responses from over 600 companies around the world. Over 275,000 jobs posted on LinkedIn from 375 organisations around the world were analysed to produce remote work insights spanning 2019 and 2020.

About Glint

Glint is the people success platform that leverages real-time people data to help global organisations increase employee engagement, develop their people, and improve results. Leading global brands like United, Intuit, and Sky leverage Glint’s unique combination of intuitive design, sophisticated analytics, and actionable intelligence to help employees be happier and more successful at work. Glint is now a part of LinkedIn.

For more information, please visit www.glintinc.com.

By Lisa Baker, Senior Editor

Senior Editor Lisa Baker is the owner of Need to See it Publishing Group, providing contract news for business and news sites across the UK. Lisa is an experienced HR writer and commentator, editing HR publications for more than 5 years.