Are In-Office Policies Sabotaging Gender Equality?

Too few leaders are paying attention to a critical issue: the disproportionate impact of rigid RTO policies on women. Forced RTO not only threatens the strides made toward gender equality but also risks pushing women out of the workforce, exacerbating existing inequalities.?

Why a Forced Return to Office is a Gender Equality Issue

Upwork's research reveals that nearly two-thirds (63%) of C-suite leaders acknowledge that RTO mandates have led to a disproportionate number of women quitting. Additionally, more than half of the surveyed executives admitted struggling to fill these vacant roles, with many acknowledging that the loss of female employees has negatively impacted company productivity.

A mandatory return to the office disproportionately affects women, especially those with caregiving responsibilities. Deloitte and Workplace Intelligence highlighted that leaders with caregiving responsibilities are 30% more likely to exit if remote work options are rescinded - and unfortunately, women bear more of the caregiving responsibilities. The flexibility afforded by remote work during the pandemic allowed women to take on high-paying, high-pressure roles, narrowing the gender pay gap. The reversal of RTO policies naturally reverses these gains, pushing women out of the workforce or into less demanding roles that offer limited career progression.

Similarly, a recent survey by Nash Squared found that organizations mandating employees to be in the office at least four days a week had a significantly lower rate of hiring women, comprising just one in five new hires. In contrast, firms with more flexible work arrangements saw a 50% higher hiring rate for women.

The lack of flexibility forces women to choose between career advancement and personal responsibilities, a choice that disproportionately impacts their career progression. Flexible work environments offer a semblance of balance, allowing women to integrate their professional and personal lives more effectively. Without this flexibility, women are more likely to opt out of full-time roles or sidestep promotional opportunities that demand more in-office presence.

The Gender Pay Gap: A Precarious Progress for Gender Equality

The gender pay gap has been a longstanding issue, and recent advancements in flexible working environments during the pandemic have provided a glimmer of hope. Consider the McKinsey & Company and LeanIn.Org Women in the Workplace report, which spans 27,000 employees, 270 senior HR leaders, and 270 companies, thus providing a strong basis for comparison. The study shows that women now constitute 28% of the C-suite—a historic peak. However, this progress is tenuous, with women of color representing a mere 6% of top-level leadership. The journey to this milestone has been arduous, and forced RTO policies risk unraveling these gains.

The mid-tier promotion disparity further highlights the systemic obstacles women face. For every 100 men promoted from entry-level to managerial positions, only 87 women achieve the same elevation. This number drops to 73 for women of color. Microaggressions also play a significant role in derailing women's careers, with women 1.5 times more likely than men to have a colleague take credit for their work and twice as likely to endure unsolicited comments about their emotional state. These experiences lead many women to contemplate leaving their jobs, further exacerbating gender disparities.

The importance of flexible work arrangements is particularly evident for women returning to the workforce after career breaks. Organizations like Women Returners, which supports women re-entering the workforce, highlight how remote and hybrid work models have revolutionized opportunities for career returners. Julianne Miles, who runs the organization, notes that these flexible working models have been instrumental in helping women with ongoing childcare and eldercare commitments re-enter the professional world. The normalization of career breaks on platforms like LinkedIn and the rise of career re-entry programs by 40% of Fortune 500 companies underscore the growing recognition of the value these women bring to the workforce. Flexible work arrangements not only facilitate smoother transitions but also help in unlocking billions of dollars worth of untapped potential, contributing significantly to closing the gender pay gap.

The Path Forward to Gender Equality: Embracing Flexibility

To prevent the erosion of gender equality in the workplace, organizations must learn from the mistakes of the private sector and instead embrace flexible work arrangements. Hybrid and remote work models not only support women but also enhance overall productivity and employee satisfaction. High-performing organizations recognize the importance of flexibility, with many offering remote work options three to four days a week or more. These organizations focus on output rather than physical presence, measuring performance based on creativity, innovation, and contribution to long-term strategy.

Leaders must also address the issue of proximity bias, where in-office workers are perceived as better performers and more likely to be promoted. This bias can undermine the benefits of flexible work arrangements for women. By focusing on output and establishing transparent performance metrics, companies can ensure fair evaluations and career progression opportunities for all employees, regardless of their work location.

Conclusion

The push for RTO policies threatens to undo the progress made toward gender equality in the workplace. Forced RTO disproportionately impacts women, especially those with caregiving responsibilities, and risks pushing them out of the workforce. To foster inclusive workplaces and retain top talent, organizations must prioritize flexibility in their work arrangements. By doing so, they not only support women but also create a more dynamic, diverse, and productive workforce. The future of work hinges on the ability to adapt and embrace flexibility, ensuring that the gains made during the pandemic are not lost but built upon for a more equitable tomorrow.

Key Take-Away

Forced return-to-office (RTO) policies threaten gender equality by disproportionately impacting women, especially those with caregiving roles. These policies risk pushing women out of the workforce, reversing gains made in career advancement and closing the gender pay gap… >Click to tweet

Image credit: Moe Magners/pexels

Originally published in Disaster Avoidance Experts

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