What is missing from conversations about hybrid and remote working?

Structured time for open ended conversations

Security conditions are often missing; business leaders are often agreeing on things in a recruitment conversation and forgetting their policies. This makes Information Security governance teams work more challenging to correct the misguided. 

Humans are social animals. Companies and their respective work environments are designed around  collaboration between these social creatures. Social animals thrive in conditions that cater for all their needs. As Tim Crawford points out below, these include, DEIB. In my experience, improved communication across all facets of the company has been the critical factor in whether things go well or not; both for the company and for the individual.
Work on positive comms requires constant monitoring and constant effort to get the desired results.
Quite often when there is a dip in communication, morale and moods move into a negative space. So the bottom line for me is that hybrid and remote working can be every bit as effective as office work, provided that:
there is a strong company culture and this is clearly communicated to all.
employees are made to feel they belong when they align to the desired company culture. 
employees are measured on outcomes.
the company has a strong culture of positive communication and rewards this behaviour.

The need to run new adaptive risk management scores for what is now the corporate office scaled out into mini branch offices, one could say. Each home office must have a balanced security scorecard to meet minimum compliance. It is incredible how many computers I am hearing about are subject to high risks from insecure home networks.

We often talk about benefits that have come with hybrid and remote working models. Employees claiming that they are more productive and are able to utilize the time saved in commuting and office gossips for something more valuable i.e. family or health etc. However we often overlook the hidden price we pay for adopting these models. How can one make sure "Out of sight is not out of mind" especially of you are a highly productive but a quiet performer. How do you know or make sure you are getting the exposure/opportunities that you could have had while you were working full time in the office. The hidden cost of working remote is definitely something that is not talked about.