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It may be gradual, but it is happening. Organizations are implementing return to office (RTO) policies that ask employees to be in the office at least a few days a week.

After the COVID-19 era of fully remote work led to downsizing and vacancies in the commercial office space, emerging RTO policies are now causing work schedules to shift again. While it’s true that many businesses have embraced remote work schedules, most companies now require employees to be in the office for at least part of the week. Only 4% of companies say they expect to remain fully remote in the future.

But while workers are coming into the office more often than before, it’s not like companies have rolled back the clock to the pre-pandemic era. Heightened employee expectations, along with a labor shortage that makes hiring and retention a priority, mean that facilities management teams need to be more flexible than ever before.  

Smart facility executives and property managers are taking note of changed expectations and are working with company leadership to ensure building services and amenities are conducive to an office environment that “earns the commute”—whether employees are in the office two days a week or five.

Heightened employee expectations, along with a labor shortage that makes hiring and retention a priority, mean that facilities management teams need to be more flexible than ever before.

With that in mind, we look at three ways that facility managers and property owners can keep employees and tenants happy as companies implement or expand their RTO policies.

Hoteling, Hot Desking, and the Hybrid Schedule

Most companies understand that return to office policies will be most successful when a carrot and not a stick is used to get valued employees back in the office. And the carrot for many employees these days is a hybrid work schedule. This is why, according to CBRE Global Workplace & Occupancy Insights, less than 10% of organizations require employees to be in the office five days a week.

While some companies have tried to mandate that their employees return to the office five days a week, this policy has mostly backfired. Businesses that offer hybrid office schedules are able to fill jobs twice as fast as those who require full-time attendance, according to Fortune magazine, making it clear that the hybrid workplace is here to stay. That explains why the CBRE study found that 90% of RTO policies offer a hybrid option.

And while some CEOs grumble about hybrid work schedules, the fact is that companies can realize significant savings by embracing this model. It costs about $8,000 to maintain an office desk. If adopting a hybrid schedule enables a company to move from a one-to-one worker-to-desk ratio to a two-to-one ratio, that can translate into significant savings. For this reason, savvy organizations are introducing desk hoteling, a system in which workers reserve a desk ahead of time through desk booking software or a mobile app. Another popular option is hot desking, where employees grab a desk on a first-come, first-serve basis when they arrive in the office.

To accommodate desk-sharing workspaces and create an efficient hybrid return to office transition, facility leaders need to consider changes on several fronts.

Create Equal Spaces

Is hot desking revealing that certain desks in your office are constantly occupied, while others are consistently empty? To ensure that workers aren’t battling for the same few desks while others are left underutilized, facility managers should investigate the reasons some workstations are shunned. Is the desk in a Wi-Fi dead spot? Is there insufficient light? A lack of electrical outlets?

And there’s another consideration that has nothing to do with the workstation itself. The real estate maxim—“location, location, location”—applies to desks as much as houses. A third of workers report that their incentive to come into the office is to be around coworkers. Given that preference, it’s clear that outlying desks are going to be ignored in favor of workstations that are located in the center of the action. Facilities managers can respond to this preference by placing workstations in grouped configurations.

Rows of workstations in a large office space, near tall windows with a landscape view.
Even hot desks, which are used by multiple people, can be made comfortable and welcoming with the right lighting and location.

Leverage IoT

To reduce energy consumption, use IoT-enabled building automation systems to monitor and control energy use. This smart technology can optimize energy consumption by adjusting cooling systems, turning off lights, or automatically closing blinds against direct sunlight. As the fixed workday disappears, take advantage of the data gathering and analytical capabilities of automated systems to optimize how space is used. Statistics from desk booking apps can show desk occupancy, and occupancy sensors can reveal room utilization in communal areas. This data can then be used to make decisions about space allocation, improve occupant comfort, and control building costs as work schedules fluctuate.

Optimize Wireless Technology

Seamless wireless connections are vital for productive in-office work. Remote work has increased the use of technology for meetings and presentations, and this will remain as workers return to offices. Having excellent wireless presentation capabilities, interactive whiteboards in meeting rooms, and similar productivity-enhancing technology will make it easy for those workers who are in the office to collaborate with those who aren’t—a necessity with hybrid work. And for those workers who are in the office on any given day, smart switches and fixtures that control lighting intensity and color can facilitate greater productivity, and go a long way in keeping employees and tenants happy.

Updating Spaces for the Hybrid Worker

Organizations are reevaluating the quality of office environments, and many are finding that improved amenities and more welcoming spaces are a good way to entice employees to make the commute to the office. Now may be time for the tiny chair-less kitchen or drab windowless lunchroom to be transformed into a more inviting space. In addition to rearranging office spaces and creating flexible seating arrangements that align with hybrid work schedules, adding or upgrading amenities is another way to keep employees happy and productive.

Provide Options

Comfortable communal spaces with soft furnishings are great as collaboration hubs for impromptu meetings or brainstorming sessions, and can even lead to better teamwork and morale. At the same time, many employees report the need for quiet in order to focus, which is why it’s equally important to provide rooms or booths that are at least partially soundproofed.

Use Natural Light

Natural light has been shown to improve well-being among employees. It’s also a great way to reduce energy consumption. If your facility doesn’t already have daylight sensors, consider installing them. Reducing or eliminating artificial lighting whenever natural light is available can introduce significant cost savings—and make the workplace ambiance more inviting. In areas where less natural light is available, consider alternative lighting options such as focused task lighting or softer ambient lighting, instead of banks of unforgiving fluorescent lights as the sole source of illumination.

A woman in a yellow sweater writes on a digital whiteboard.
Digital whiteboards and other collaborative technology are essential for enabling onsite and offsite employees to work as a team.

Cosmetic improvements

Just because an upgrade is easy or inexpensive doesn’t mean it’s not effective. A coat of paint, plenty of plants, and new decor in dull areas can make a big difference to the office ambience. This goes for hallways and bathrooms too.

Service Amenities

Employee surveys show that workers appreciate amenities like gyms, cafés, outdoor trails, and roof gardens. But not every company can afford a café on the roof or a fully outfitted gym. In that case, consider smaller, less expensive improvements, like upgrading the seating in an outdoor patio. Even little changes can make a difference.

Customer Service for the Return to Office Naysayers

While many executives want to bring employees back to the office five days a week, a high percentage of employees do not share that sentiment. In fact, according to Forbes Advisor, 98% of workers want to work remotely for at least part of the week.

The reasons for this preference vary. Some employees do not want to return to the office because their WFH (work-from-home) setup is better. Many have caregiving responsibilities that require flexible schedules. Some employees are simply more productive, and more likely to work longer hours, when at home. Others have concerns about viral exposure.

These are all valid concerns, and they can be addressed by providing excellent facility management services.

Responsiveness

Workers are not willing to make the commute to a building where the thermostat is broken or there are unresolved plumbing issues in one of the bathrooms. Here’s where CMMS software can make a real difference, enabling you to stay on top of these inevitable issues in a timely manner. These software systems also make it possible to engage in predictive maintenance, so that you catch issues before they happen.

Show Off Your Cleaning

Buildings with efficient and timely janitorial protocols will make employees feel less stressed. Consider scheduling some janitorial services during work hours. This will not only save on labor costs, but will also reassure building occupants that high standards of cleanliness are being met. Making janitorial staff visible during the workday has been shown to reduce employee complaints, perhaps because it provides visual proof that the building is being properly maintained.

Even though the pandemic is over, COVID-19 and other viruses are still circulating. Letting employees know that sanitation protocols are still in effect, and letting them see for themselves that these protocols are being carried out by the janitorial staff, can go a long way in providing peace of mind.

Facilitate Communication and Community

Incorporating digital signage to show who is in the office and where they are working can be a great way to increase community among employees. And always be sure to communicate to occupants when significant maintenance is being performed, so that they know what to expect in advance. For significant projects, communicate well in advance—through email and physical signage—so that building occupants can plan for any disruptions to their routines.

Facility Managers Can Ease the Return to Office

Office schedules and leasing may have been upturned due to the pandemic, but the RTO trend is continuing to bring workers back to the office—albeit a different kind of workplace.

New office configurations and technology will be crucial for meeting the demands of hybrid work schedules, as will agile facility services that emphasize excellent customer service. By working cross-functionally with company leadership, facility managers can play a key role in creating a workplace that runs smoothly and makes employees happy to be back in the office.

Your Return to Office Facilities Partner

Optimize your office operations for RTO success with our award-winning facility management services. With more than 140 million square feet of facilities under management, and over 35 years of experience, PRIDE Industries can help you create an office environment that’s both efficient and welcoming.
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There’s no question that computing advances like artificial intelligence (AI), big data analytics, and the internet of things (IoT) have had a big impact on electronics manufacturing. These and related technologies have enabled manufacturers to streamline design and production, as well as tighten the supply chain through greater integration with suppliers and improved communication with customers. But these new technologies have also introduced new manufacturing cybersecurity risks. A 2024 report by ABI Research and Palo Alto Networks found that 25.7% of industrial enterprises have experienced shutdowns due to cyberattacks. And according to Statista, over a quarter of detected cyberattacks in 2023 were against manufacturing firms.

Of course, the answer isn’t to go back to the days of fax machines and proprietary data systems. But to make sure that the latest cyber technologies work for you, it’s important to take steps to safeguard your systems and your data—especially from malicious actors.

Why Cybercriminals Target Manufacturers

Today’s cybercriminals are sophisticated, often able to adopt the personas of co-workers to ask what appear to be routine, work-related questions in order to obtain sensitive information.

Many people assume that finance-related firms are a higher target for cybercriminals than manufacturers. But that’s not the case. The manufacturing industry has over 40% more attacks than the finance or insurance industries, according to Statista. And ABI/Palo Alto has found that 70% of industrial organizations experienced cyberattacks in 2023.

So, what makes electronics manufacturers such a prime target?

One reason electronics manufacturers are attractive to cybercriminals is their large repositories of valuable data. Manufacturers often have extensive databases filled with personal information. That’s a virtual gold mine for hackers, who can sell that data to unscrupulous third parties for a large profit. Manufacturers also have valuable trade secrets and other proprietary information that make them a tempting target for ransomware attacks.

Cautionary Tales

A number of manufacturing companies have been targeted for ransom in recent years. The 2020 ransomware attack against Foxconn may be the most famous of these cyberattacks. In that breach, cybercriminals infiltrated Foxconn’s data systems and demanded a ransom of over $34 million in Bitcoin to prevent the release of sensitive data. And in June of that same year, Honda was hit by a cyberattack that took manufacturing plants in Ohio and Turkey offline.

A 2023 cyberattack on consumer products giant Clorox took many of its automated systems offline, including systems used by the likes of Walmart and Target to order products, costing the company $356 million.

As these examples illustrate, the damage from a successful cyberattack can cost hundreds of millions of dollars—making cybersecurity a paramount concern.

Multiple stacks of American money sit on a white table
In 2020, cybercriminals infiltrated Foxconn’s IT systems and demanded $34 million to prevent the release of sensitive data.

Two Factors Contributing to Manufacturing Cybersecurity Risk

Hackers have been around as long as there have been systems to hack. However, recent advances in technology, coupled with the global pandemic in 2020, set the stage for a rapid escalation of cybercriminal activity.

When the pandemic first hit, there was a mass movement of workers from onsite offices to less-secure remote workspaces—a cybercriminal’s dream. Companies now found themselves vulnerable and ill-prepared for a shift that came on suddenly and had exponential growth. Few companies had robust plans that accounted for the specific security requirements of offsite work. Cybercriminals quickly took advantage of the situation, and ransomware demands skyrocketed. According to the Harvard Business Review, in 2020, the ransom amount paid to cybercriminals increased by more than 300%.

Another challenge to manufacturing cybersecurity is the introduction of more technology into the manufacturing process. While advances such as industrial robots and artificial intelligence can increase productivity and improve supply chain management, these technologies can likewise increase security risks. For example, the rise in connected devices within a manufacturing facility has given cybercriminals new points of attack. Now, if criminals can locate a vulnerability in one area, they potentially have access to a company’s entire interconnected landscape.

Five Ways to Enhance Your Manufacturing Cybersecurity

Cybercriminal activity has caught the attention of the U.S. government, which is trying to increase manufacturing cybersecurity by bringing chip production back home. The 2022 CHIPs and Science Act, for example, requires all semiconductor manufacturing facilities to be located in the United States in order to qualify for funding. The assumption is that facility-wide sabotage will be harder to conduct under U.S. laws and the watchful eye of U.S. counterintelligence officers.

The duty to combat cybercriminals, however, is not solely a government responsibility. There are many steps that companies can take to increase their own manufacturing cybersecurity.

1. Implement Zero Trust Architecture

A graphic skull composed of zeroes and ones superimposed over a green computer display
The manufacturing industry experiences 40% more cyberattacks than the finance or insurance industries.

Zero trust architecture (ZTA) is a security framework based on a simple concept: Don’t automatically trust any user or device, regardless of their location or network.

This strict approach to cybersecurity came about a couple of decades ago. At the time, the standard security model was based on a hardened perimeter around a corporate intranet. While there were protocols in place to ensure that only trusted users gained access to company systems, once inside a company’s online environment, a user could roam freely. This model worked well for a time, back when work was contained in a physical office building and employee devices were limited. But it proved ineffective once remote work became common. And even before the explosion of connected personal devices—i.e., tablets, smartwatches, and mobile phones—cybersecurity experts were getting worried.

One of the pioneers in solving the interconnected-device problem was John Kindervag, considered one of the world’s foremost cybersecurity experts. In 2009, he coined the term “zero trust model.” Its foundational principle comes from a Russian proverb—”trust but verify”—and it’s proven to be solid advice for many organizations. If you want to ramp up your company’s cybersecurity, be sure to adopt all three components of a zero trust model:

  • Ensure all resources are accessed securely regardless of location.
  • Adopt a least-privilege strategy and strictly enforce access control.
  • Inspect and log all traffic.

Many companies now employ this guilty-until-proven-innocent approach across functions and departments. Most employees encounter the zero trust model whenever they’re asked to engage in multifactor authentication (MFA), which requires users to verify their identity at least twice to gain access to systems. In fact, MFA is one of the simplest ways to safeguard against cybercriminals, and even small to midsized manufacturers can easily implement this protocol.

2. Go Beyond Information Security

A cyber-physical system is a one that integrates sensing, computation, control, and networking between physical objects and infrastructure—connecting objects to the internet and to each other. An example of a cyber-physical system would be driverless cars that communicate securely with each other on smart roads.

The increased connectivity among engineered systems is bringing more risk than just information theft—it also introduces the possibility of harm to humans and the environment. Case in point: AP News reported in 2021 that someone attempted to poison a water treatment plant in Oldmar, Florida. Using a remote-access system, the hacker tried to increase the level of lye in the water supply to a dangerous level. The attempt was fortunately caught by an astute supervisor, and the city has since disabled the remote-access system.

Because of these types of risks, Gartner advises companies to take appropriate precautions, pointing out that CEOs could potentially be held personally liable for cybersecurity incidents. “In operational environments, security and risk management leaders should be more concerned about real world hazards to humans and the environment, rather than information theft,” a Gartner researcher said in 2023.

3. Create an Incident Response Plan

Even the most secure systems face risk. The question is not “if” your company will be targeted but “when.” Therefore, every company should create a thorough incident response plan: a set of written instructions with clear details on what to do in case of a data breach or other cybersecurity incident. And the time to plan is beforehand—not after an attack when every minute is critical to containing the breach. With emergency protocols and backup systems in place, you won’t waste valuable time figuring out the best response or obtaining the necessary permission to act.

Gartner suggests that an incident response plan have four phases:

  • Preparation
  • Detection and Analysis
  • Containment
  • Eradication and Recovery

Putting a response team in place and creating a plan can seem overwhelming, but it’s important to recognize the journey towards security is an evolution. As Andy Ellis, former CISO at Akamai, has pointed out, “You don’t have to do it all at once.” The focus should be on having a well-thought, actionable plan, and implementing it step by step over months, or even years if that’s what’s required.

4. Provide Employee Education and Training

Imagine pouring millions of dollars into your cybersecurity systems, only to suffer a breach when an employee unknowingly responds to a phishing email. Unfortunately, many employees still associate “phishing” with obvious scams involving foreign princes. But today’s cybercriminals are far more sophisticated, often able to adopt the personas of co-workers to ask what appear to be routine, work-related questions in order to obtain sensitive information.

While you can’t eliminate all risk of user error, proper instruction and training on cybersecurity best practices will go a long way in decreasing your company’s cybersecurity risk. And this training must be repeated on a regular basis. For example, don’t just teach employees how to identify phishing emails; send fake emails on a regular basis to test employee responses. For those who fall victim to the bait, additional training and support should be offered. Other best practices, such as requiring a second type of confirmation for sensitive requests, can also increase security.

5. Choose Your Third-Party Contractors Wisely

No matter how locked-down your own systems are, you’re only as secure as your third-party vendors and contractors—a fact exemplified by the infamous Target breach that affected 41 million consumers. Initially, no one knew how the breach occurred, but it was later discovered the hackers accessed the Target gateway server by stealing credentials from a third-party vendor.

Lesson learned? Be diligent in your screening of third-party contractors. The security of your supply chain is just as important as your internal cybersecurity.

Manufacturers in certain industries must be especially diligent. As cybersecurity company Palo Alto Networks has pointed out, “manufacturers that build national security-related products face additional types of cyber threat actors and thereby additional urgency to protect their sensitive data.” For these manufacturers, it is especially important to do business with reputable third parties that have the proper registrations and compliance programs in place. For instance, a manufacturer of defense technology should verify that its contract manufacturers are ITAR registered and have appropriate internal controls in place to secure sensitive products and all the technical data associated with such products.

Another industry that requires enhanced security is medical device manufacturing, which is why the U.S. government is attempting to increase security in this area. With the passage of The Consolidated Appropriations Act of 2023, the FDA is now required to include cybersecurity as part of its review for medical devices that contain software, such as heart defibrillators and continuous glucose monitors (CGMs).

No matter your industry, it’s not enough for your own data to be strongly encrypted. So don’t just monitor your own systems—protect your supply chain by ensuring that your vendors are doing the same.

Putting Manufacturing Cybersecurity at the Forefront

According to Forbes, the operational technology (OT) and industrial control systems (ICS) of manufacturers have traditionally focused on speed and efficiency, while cybersecurity has taken a back seat. And unfortunately, a lot of manufacturers still rely on legacy systems and outdated practices that are ill-equipped to handle today’s cybersecurity threats. If this describes your business, then now is the time to act in order to avoid becoming another cybersecurity cautionary tale. The five steps outlined above are a good way to start.

A Secure Manufacturing Partner

At PRIDE Industries, we provide the highest levels of security, structure, quality, and expertise. We are ISO 9001 and ISO 13485 certified, ITAR registered, and have SMTPE-certified engineers on staff. Our customers know they can rely on us to keep their proprietary information secure and their supply chain protected.
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Reasonable accommodations for employees of all abilities are taking their place as vital components of a thriving, competitive business. Why? Because strategically incorporating accommodations can offer several business benefits. Before we delve into them, what, exactly, is a “reasonable accommodation”?

What is a Reasonable Accommodation?

According to the Americans with Disabilities Act (ADA), a reasonable accommodation is “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.” The definition goes on to specify that “accommodations are considered ‘reasonable’ if they do not create an undue hardship or a direct threat.”

But the thought of implementing reasonable accommodations still scares some employees—to their loss.

A Myth That Needs Busting

Fear surrounding accommodations for employees with disabilities is largely based on the myth that they’re expensive. They’re not. Over half of surveyed employers report that accommodations cost nothing, while 37 percent report a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. Here, we detail the top six business benefits of offering accommodations for employees.

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Attracting and Retaining Valuable Employees

Offering reasonable accommodations gives businesses a competitive edge by demonstrating a commitment to diversity and inclusion as well as employee well-being. Potential employees—with or without disabilities—are more likely to choose employers who foster a welcoming and supportive work environment. Providing accommodations also improves employee retention, which is crucial considering the prevalence and high cost of turnover. A 2019 Gallup survey reported that employee turnover costs U.S. businesses $1 trillion per year. A 2023 poll of 1,007 U.S. hiring decision-makers said turnover costs their companies an average of $36,295 annually, and 20 percent pegged the cost at $100,000. When weighed against these high costs, offering and implementing accommodations—effectively expanding the employee base—is well worth it.

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Improving Productivity

In a groundbreaking report by the Job Accommodation Network (JAN), 53 percent of surveyed businesses reported that accommodations improved employee productivity. It’s important to note that employees without disabilities also receive accommodations—tools and resources to maximize their performance. Extending these measures to employees with disabilities makes sense, as it removes barriers that may impede their abilities. For instance, an adjustable desk can equip an employee in a wheelchair to be a top producer. Written or signed instructions for Deaf employees can eliminate language obstacles, boosting their productivity. Similarly, employees who become overwhelmed in noisy environments may outperform peers when moved to a quieter area. In today’s business world, recognizing that talent and productivity are accessed through diverse avenues, including accommodations, is imperative.

Boosting Morale

Belonging is a basic human need and a crucial component of workplace morale. When employees feel that they belong—their needs understood, respected, and supported—satisfaction naturally improves. Access to reasonable accommodations is a vital component of a welcoming, inclusive environment. In an article in The Journal of Business and Psychology, researchers found that “accommodations send important and positive signals to employees” and that such signals factor into morale—not just for the accommodated employee, but for the whole team. Belonging and measures to achieve it are so vital to the workplace that it is widely studied. A Harvard Business Review study found that a high sense of belonging is linked to a 56 percent increase in job performance, a 50 percent drop in turnover risk, and a 75 percent reduction in sick days. Simply put, welcomed and supported employees want to be at work, engage with coworkers, and give their best efforts—all leading to a better workplace culture.

Improving Company Diversity

A diverse company is a thriving company. According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. As employees with diverse abilities gain their rightful place in diversity initiatives, normalizing reasonable accommodations becomes vital to achieving the the business benefits of an inclusive workforce: a widened talent pipeline, greater appeal to socially conscious investors, greater organizational innovation, and overall greater market reach. But diversity is more than a buzzword or a hiring strategy. It’s a vital part of a forward-thinking, human-centered organization.

Improving Safety and Reducing Workers’ Compensation Costs

According to the JAN study, companies that offer reasonable accommodations increase safety by 29 percent. By adapting the workplace to meet the needs of employees, including people with disabilities, the likelihood of accidents and injuries decreases. Similarly, the presence of reasonable accommodations may allow a sick or injured employee to return to work sooner. Beyond the human toll caused by insufficient safety measures, there’s also a significant business cost. The U.S. Bureau of Labor Statistics reports that workplace injuries and illness are on the rise, costing business around $48.15 billion in 2023. As reasonable accommodations stand to reduce that cost by over a quarter, they should be part of every organization’s safety strategy.

Improving the Bottom Line

Naturally, where employee retention, productivity, and morale rise and workers’ compensation and training costs fall, businesses see a better bottom line. When providing reasonable accommodations attracts and retains employees with and without disabilities, profits may increase even more. A study by analyst firm Accenture found that companies who actively employee people with disabilities see 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than organizations that don’t include people with disabilities. A National Institutes of Health Review reported similar findings, including improved customer loyalty and satisfaction.

At PRIDE Industries, we know that inclusion works—literally. Decades of experience has shown us that, with just a little assistance, including reasonable accommodations, people of all abilities can and do thrive in the workplace. 

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.
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The federal government and a growing number of states are seeking ways to combat climate change, leading them to tighten up emissions standards for everything from vehicles to buildings. And in the same way that regulators are hoping to make zero-emission vehicles the norm, net zero buildings are being touted as the next innovation to combat pollution.

Buildings are being targeted because the U.S. Department of Energy (DOE) estimates that they are responsible for more than a third of total U.S. greenhouse gas emissions. In an effort to reduce the size of this carbon footprint, both the federal government and several states have already started crafting regulations to encourage the creation of net zero buildings. The California Energy Efficiency Strategic Plan, for example, calls for all new commercial construction to be net zero by 2030, and for 50% of existing buildings to be retrofitted to net zero building standards by 2030. The federal government recently followed suit, with goals of reducing greenhouse gas emissions from buildings by 65% by 2035 and by 90% by 2050.

A JLL study found that buildings with better sustainability credentials achieved an average capital value premium of more than 20%, as well as higher rents.

The new regulations don’t just affect new construction. Because about 60% of existing buildings will still be in use 50 years from now, many of these structures will need to be retrofitted in order to conform to net zero standards.

The Advantages of Net Zero Buildings

The Department of Energy defines a net zero building as one that reduces its energy usage through a variety of energy-saving features and technologies, while producing enough renewable energy to meet its own needs. Besides potentially large reductions in greenhouse gas emissions, decarbonizing the buildings sector has multiple public benefits, including reducing the size of new power grid infrastructure and enabling clean energy resources like on-site solar panels, battery storage, and EV charging.

And the environment isn’t the only beneficiary of the new standards. Besides helping to reduce carbon emissions, building retrofits can lead to significant advantages for building owners.

One obvious benefit is reduced energy costs. These costs have risen sharply over the past few years, which impacts profitability. For example, a global survey conducted by Sapio Research found that 23% of an industrial company’s annual operating costs are attributable to energy use. And more than half of survey respondents perceived rising energy costs as a moderate or even substantial threat to their profitability.

Net zero buildings provide indirect benefits as well. For example, in a study by global real estate services company JLL, researchers found that buildings with better sustainability credentials achieved an average capital value premium of more than 20%, along with higher rents—signaling an expectation of higher returns and lower risks.

Maximizing the Benefits of Net Zero Buildings

The data show that constructing or retrofitting buildings to meet net zero standards can deliver real benefits. So how can building owners achieve net zero?

To receive the most benefit from retrofitting, owners should take a systemic approach. A recent report from Lawrence Berkeley Laboratories, for example, found that simply upgrading individual building components such as equipment or lighting systems has less potential for whole building energy savings as compared to comprehensive, system-based approaches.

“Systems retrofits hold the potential for much greater savings and are critical to achieving aggressive energy reduction goals in the existing commercial building stock,” the report states.

Creating Net Zero Buildings Through Retrofitting

Fortunately, owners of existing buildings have many different ways to significantly reduce emissions. And as a recent report by the United Kingdom Green Building Council points out, it’s often less expensive to retrofit a quality building than to tear it down and build a new one. That same report also suggests that upgrades don’t all need to be done at once, but should instead be systematically planned and implemented to align with lease and maintenance cycles.

There are a number of steps that should be part of any comprehensive retrofit. Whether you conduct this work in house, or with a facilities maintenance provider who can offer engineering support, here are some steps to consider when crafting a retrofit plan to fit your particular needs.

Energy efficiency audit

Before making any changes, it’s crucial to conduct an energy efficiency audit. This helps identify current energy usage and areas where improvements can be made. The audit should include an assessment of key infrastructure such as heating, ventilation, and air conditioning (HVAC) systems; lighting; insulation; and windows. In many cases, an audit can also provide the technical and financial information (e.g., upfront costs, ongoing costs, projected energy savings, return on investment, etc.) that decision-makers need to evaluate and approve energy efficiency, electrification, and grid interactivity retrofits. 

These audits provide decision-makers with the information needed to design comprehensive projects that maximize energy and cost savings. In many buildings, energy costs can be reduced by 20% or more through the identification and implementation of energy conservation measures.

Once the audit results are in, you can decide which of the following upgrades make the most sense for your particular building.

Insulation and sealing

According to Energy Star, air leakage can cause up to 20% of a building’s energy to go to waste. Poorly sealed windows and doors, gaps and cracks in the building envelope, and leaks in ventilation systems and ductwork are most often responsible for the loss of conditioned air.

This is why building envelope retrofits—such as replacing older windows with energy-efficient ones and adding cool roof systems and exterior shading applications—can lead to significant energy savings. In some cases, these retrofits can even allow the use of smaller-capacity HVAC systems.

HVAC Upgrades

Older HVAC systems can be energy hogs. Upgrading to newer and more efficient systems, such as those with variable speed drives and energy recovery ventilators, can significantly reduce energy consumption. In addition, new systems are much less likely to break down, saving on repair and maintenance costs. Newer systems also have additional components, such as enhanced air purifiers and filters, that result in cleaner, fresher air for employees.

Innovative Lighting

Switching to LED lighting, which is much more energy-efficient than incandescent and even fluorescent lighting, is the low-hanging fruit of retrofitting. Installing motion sensors that let you turn off lights (and drop HVAC usage) when a room is empty can also yield significant savings. And daylight redirecting devices, which range in sophistication from simple skylights to high-tech solar concentrators, enable you to maximize sunlight capture.

Renewable Energy Sources

Energy Star suggests installing onsite renewable energy technology, such as solar panels or wind turbines, to offset a building’s energy consumption. If onsite energy generation isn’t feasible, purchasing renewable energy credits or investing in offsite renewable projects can also help achieve net zero building status.

Water Conservation

Implementing water-saving fixtures and recycling systems (like graywater systems for toilet flushing or irrigation) helps reduce the overall environmental footprint. In addition, switching from a central hot water heater system to point-of-use, on-demand water heaters is another effective energy-saving strategy.

Sustainable Materials and Resources

During renovations or upgrades, urge your contractors to use materials that are sustainable, have low embodied carbon, and are locally sourced, if possible. This minimizes the environmental impact associated with building materials. Good options include recycled metals, low-carbon bricks, and structural timber.

A close-up of two hands changing the bulb of an overhead fixture in a commercial facility
Switching from incandescent or fluorescent bulbs to LED lighting is one of the simplest ways to lower a building’s energy consumption.
A collage of three different building materials: timber, bricks, and tiles
Structural timber, recycled metals, low-carbon bricks, and green tiles are all sustainable building materials.

Smart Building Technologies

Smart technology has two complementary goals: better data capture and increased control over operations and the environment. Three technologies are commonly used to help building managers meet those goals: sensors that measure usage and potential leaks, networking systems that collect and monitor data, and automation software and tools that optimize the building’s systems. Smart HVAC and lighting controls are the most common technologies utilized, but there are other applications as well: managing water usage and alerting managers to costly leaks; improving occupant comfort by tracking how many people are in a room and adjusting HVAC systems accordingly; and controlling windows to adjust for optimal lighting based on outside conditions.

Transportation

Building managers can affect energy usage beyond the confines of the building envelope. Retrofits can be an excellent time to add features that encourage sustainable transportation, such as charging stations for electric vehicles, secure bicycle parking, and easy access to public transport.

After the Retrofit: Ongoing Monitoring and Maintenance

After upgrades, continuous monitoring of the building’s energy performance is crucial. This helps to ensure that the building continues to operate at peak efficiency and allows for adjustments as needed.

Energy Star reports that integrating energy efficiency into your facility’s operation and maintenance (O&M) program reduces operating costs, lowers the risk of early equipment failure and unscheduled downtime, and increases a facility’s net operating income. It also ensures a comfortable environment for building occupants, leading to fewer “hot and cold” complaints.

To maximize energy efficiency, Energy Star recommends operating equipment only when needed, optimizing the use of control systems, performing periodic inspections of critical systems, scheduling after-hours walk-throughs, and seasonally adjusting control strategies. Fortunately, the advent of Computerized Maintenance Management Systems (CMMS) have made it easier for facilities managers to adopt all of these practices by having access to real-time data that enables detailed planning and the efficient deployment of personnel.

Finally, while instituting a comprehensive monitoring and maintenance program is crucial, building owners and managers can’t do it all. Engaging occupants and providing training on how to maintain and enhance a building’s net zero capabilities is essential. Building occupants significantly impact a building’s energy use through their day-to-day behaviors. Educating occupants about energy usage, and creating a culture of conservation, can make a difference in your building’s energy consumption.

An Energy-Saving Partner

PRIDE Industries has over 35 years of experience in facility management, energy systems maintenance, engineering services, and preventive and predictive maintenance. We can help you move toward net zero by optimizing your facility’s systems and lowering energy costs, all while maximizing occupant comfort.
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“You must first learn to go slow before you can go fast.”

This motto became a source of inspiration for Sherryl Kubel during her extensive recovery after an acquired disability in 2017. A car accident left her with multiple fractures and a brain injury, impacting her speech, memory, and mobility. Consequently, she had to relearn various fundamental life skills. Embracing the idea of “slow before fast” gave her room to do so.

Sherryl would soon apply this adage to another milestone when, after more than a year of physical rehabilitation and three months of brain rehabilitation, she was medically released for work. At that point, she wanted to initiate the second phase of her recovery from the accident: employment.

Upon conducting some initial research, Sherryl quickly discovered that finding a job wouldn’t be easy. Only about a third of people with disabilities, including acquired disabilities, are employed. When it comes to getting hired, they find themselves up against myths and stigma—which is unfortunate not only for people eager and skilled to work, but also for potential employers who miss out on the benefits this workforce boasts: high retention rates, low turnover, and low absenteeism—to name a few.

Creating a Path to Employment with an Acquired Disability

Fortunately, Sherryl’s search led her to the California Department of Rehabilitation which, in turn, referred her to PRIDE Industries. There, she was linked to job developers who helped her with every step of the pre-employment process.

“They showed me how to write a resume, how to write a cover letter, how to fill out applications, and how to interview,” said Sherryl. “I learned how to seek accommodations and ask for them if needed. Then they worked with me on skill development toward my employment goal of office assistant.”

Sherry’s job coaches also trained her in multiple office skills, including data entry, phone etiquette, software, and even video meeting practice.

“At each level, my job coaches gave me the space to ‘go slow before I went fast,’” said Sherryl. “A strategy that proved, as it had during my rehabilitation, fruitful.”

From there, Sherryl underwent one of the most helpful parts of her PRIDE Industries program: a simulated work environment. For three weeks, she went to an office every day as if going to a full-time job.

“While I did this, they tested me on around 50 different tasks, providing feedback on my strengths and weaknesses. This helped me to clearly understand what I needed to work on going forward.”

Watch Sherryl tell her story in the video below. 

An Internship, a Job, and a Certification

After that, PRIDE Industries offered Sherryl a five-month internship in the Proposals Department as a Proposal Development Assistant. The proposals team was so impressed with her that they soon offered her a full-time position. Three years later, after gaining skills and knowledge in the field, she has a new milestone to celebrate: acquiring the Association of Proposal Management Professional’s (APMP) Foundation-level certification.

As the global standard for developing and demonstrating proposal management competency, the certification program is robust and the test comprehensive.

“I studied for it, intermittently, for three years,” said Sherryl.

Sherryl’s work within the Proposals Department also equipped her for the test.

“It’s not something you can pass just by studying,” she said. “You have to have had exposure to the whole process and have experience applying the knowledge.”

The certification signals Sherryl’s competency in a career she enjoys.

“This is what I like doing,” she said. “It’s my passion and makes use of my degree in technical writing.”

Sherryl’s achievement has also been noted by her supervisor, Proposal Development Director Lisa Forster.

“This is a big accomplishment for Sherryl,” said Lisa. “But it also brings value to the proposals team and to PRIDE Industries. Not every proposals professional has this certification, and Sherryl took the initiative to go after it while working and supporting our department.”

Continuing the Path of Recovery and Employment

Not only has Sherryl brought her own unique qualities and skills to the PRIDE Industries Proposals Department, but she has also embodied significant employment truths: People with disabilities, including brain injuries, can and do make great employees. In fact, in several areas, their presence in an organization brings many business benefits, including higher retention, more revenue, more net income, and more profit.

Slow before fast, Sherryl has accomplished much—with no signs of stopping.

 “I’m on my way to advancing my career as a proposal writer,” said Sherryl. “It’s like a dream come true!”

Make a social impact

PRIDE Industries builds inclusive, diverse work environments where people with disabilities can thrive. Is your company seeking well-trained, reliable employees? Join our employment partner network today.
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woman with brown hair and red shirt smiling
Sherryl Kubel had to re-learn many basic life skills following an acquired disability.

“I’m on my way to advancing my career as a proposal writer. It’s like a dream come true!”

Living with Tourette Syndrome (TS) isn’t easy at any age, but it’s especially tough for a child—something Ian Webster knows all too well, as he was diagnosed with TS when he was just five years old. At the time, he couldn’t have known that, one day, finding an employer that supported neurodiversity in the workplace would be crucial to achieving his dreams.

Also called chronic motor and vocal tic disorder, Tourette Syndrome is a neurological disorder that causes involuntary “tics”—sudden vocalizations and movements. People who have it are often misunderstood and frequently viewed as rude or disruptive. Sometimes perceived this way by his classmates, Ian struggled through elementary, middle, and high school, and then into community college.

“Sometimes, it made it hard to keep going,” Ian said.

So hard, in fact, that Ian left college after a year, opting to work as a window cleaner for his mother’s business. While he liked that work, he wanted more independence. He also wanted all the things that come with employment at a large organization, including a better salary, medical benefits, and room for growth.

“I had a goal to work at the state someday,” he said. 

Realizing that he would need more employment experience under his belt to get there, the 22-year-old reached out to PRIDE Industries, a social enterprise with a mission to create employment for people with disabilities and experienced at supporting neurodiversity in the workplace.

Accommodating Neurodiversity in the Workplace

At PRIDE Industries, Ian was paired with Caryl Balko, a job developer, and Tameka Rich, then the Rehabilitation Services Supervisor. The two showed Ian what support for neurodiversity in the workplace looks like. They began by assisting Ian with employment preparation, including a two-week trial position as a dishwasher at a senior care facility. While he worked there, he underwent an assessment to determine his skills and strengths.

“His assessment went so well,” said Caryl. “His motivation and work ethic were admirable. Even though he was young, he was one of the hardest workers we’d seen.”

Both Caryl and Tameka recognized that Ian was also gifted with a friendly, personable nature and a great sense of humor. Unfortunately, soon after starting his trial position, Ian experienced some personal life changes that required him to leave the workforce. But by then he’d made an impression on the PRIDE Industries team, and they asked him to return when he was able.

Back on the Path

Six years later, in 2019, after gaining more job experience as a part-time packager with UPS, Ian did just that. He’d held onto his goal—full time employment with a large organization that could, eventually, ready him for a state job. He was also as eager and personable as ever. Once more at PRIDE Industries, he worked with Tameka, who reinitiated the employment preparation process. Three months later, he was placed in a custodial position at the Sacramento Metropolitan Airport—where he began on the graveyard shift.

“I was glad to get my foot in the door,” said Ian.

He thrived in his position, eventually moving to the much busier day shift, which allowed him to work more independently and get the type of experience he needed to move forward in his career.

“I loved the environment and my supervisors and shift leads,” he said.

They loved Ian, too. So did Caryl and Tameka, who observed in him the same work ethic and great attitude he’d exhibited years before.

“We saw him really come into himself and grow in confidence at the airport,” said Tameka.

2019 and 2020 found Ian thriving in his position.  As much as he enjoyed working at the airport, however, his ultimate goal was still to secure a job with the State of California.

Later in 2020, he reached his goal, gaining a custodial position with California’s General Services Administration.

Arriving at Home Ownership

Though Ian worked only 16 months as a PRIDE Industries employee, that time had a huge impact on his life. First, he saw that neurodiversity in the workplace can and should be normalized. Second, he realized that he had what it took to excel at work and become financially self-sufficient.

“PRIDE Industries was the first steady full-time job I ever had,” he said. “It allowed me to become more independent.”

Tameka and Caryl couldn’t be happier for him.

“PRIDE Industries was a steppingstone for Ian,” said Tameka. “Great for him and great for us.”

A steppingstone, indeed, along a path that now includes home ownership.

“I pay my own mortgage now,” Ian said.

From part-time job to full-time, independent employment, Ian has come a long way. You could say that his journey has led him, literally, home.