Return to Office Guide

Our Guide

Guiding Principles: Inclusion, Innovation, Collaboration

This document is designed to serve as a quick guide to prepare and equip colleagues for a smooth return to office transition.

Our Philosophy:

Adtalem’s return to office model allows us to successfully transition to an enhanced hybrid workforce with inoffice work and maintaining flexibility for colleagues. our leaders, colleagues and institutions as we transition to a hybrid workforce while building a positive and inclusive employee experience

Our Goal:

Grade 7+ colleagues to return to the office for 3 days a week with flexibility to work remote 2 days a week in efforts to collaborate, build connections and sustain our culture of inclusion.

Returning to the Office

When people are in the office, they can feel the energy created by being together and experience the culture and a sense of common purpose through informal social interactions, taking time to connect and building relationships through in-person collaboration.

While colleagues have been able to overcome the challenges associated with moving to remote work, we believe the culture and performance we want to sustain are best realized when we come together.

Why Are We Returning to the Office?

• Our company culture strongly values collaboration, inclusion and connecting with others in person

• There are significant advantages when colleagues come together including greater innovation and better opportunities for career growth

• Work-Life integration is key to maintaining remote days combined with in person days are paramount to the success of our inclusive culture

• Our transformation focuses on a new operating model which enables a strong and enhanced employee experience

Working together to create a positive and inclusive return to office colleague experience!

• People Leaders – address questions, concerns and work with colleagues to provide necessary support through this transition.

• Change Agent Network – as local support leaders and champions of the new model, positioned to role model the new approach and provide support to the process, colleagues and local facilities.

• Human Resources – provide consistent messaging regarding the change, support the organization through transition and empower leaders and colleagues to leverage resources

• Colleagues – the nucleus of this transition working to adapt the new model and provide any necessary feedback to their leaders.

• Extended Leadership Team – operate as leaders in the transition, provide support to your functions, teams, and model the behaviors of the new RTO model.

Extended Leadership Team

Human Resources

People Leaders Colleagues

Change Network