By: Danielle Starke, inSeption Group
Remote work became a staple of clinical trials during the COVID-19 pandemic, prompting pharmaceutical sponsors, CROs, and other service providers to refine how they conduct such trials. This shift has been most prevalent in the use of traveling HCPs (who provide care off-site), as well as more widespread use of technologies and tools supporting those individuals’ remote work.
However, remote work also has emerged as a viable option for clinical research associates (CRAs) — a position typically associated with frequent travel to be onsite. As organizations have become more skillful in training and monitoring CRAs, the latter can be empowered to enjoy greater flexibility and freedom in terms of scheduling and travel while remaining accountable (ensuring remote work options do not compromise data quality or project timelines).
Maintaining talent is a key industry challenge and a company reputed to offer lots of flexibility and autonomy, while keeping its clients happy, is an attractive place to work. That concept is rare, but incoming generations of workers have come to expect some level of work/life balance accommodations. They will not be doing less work or have diminished quality expectations placed on them, but they will be freer to perform tasks on their own time and in their own way.