The discussion ranged from the need for extra training for line managers in order to ensure they can manage workers operating within a hybrid model effectively, the need to ensure in-office and hybrid workers feel that they are treated equally within the organisation, and the facilitation of effective hybrid meetings. Dr Carson argued emphatically about ensuring that any future flexible working policies supported the needs of those in the workplace with disabilities and/or long-term health conditions, as well as against the use of intrusive surveillance to monitor workers during their days working from home, arguing instead for the cultivation of a longer-term trust based approach as an alternative strategy for employers to pursue.