Return to Office Policies

"Amid soaring childcare bills as firms demand workers return to the office, 30% of mothers and 17% of fathers reporting challenges in finding flexible work hours, while 34% of mothers and 22% of fathers felt their career progression had been hindered by childcare responsibilities." Work just doesn't work for everybody. Extortionate childcare costs coupled with a lack of flexible working means that many parents, mostly mothers, are forced to leave their jobs. I did a workshop recently for a big company in the finance industry. One attendee, a PA to a senior leader, was in tears as she said that, after working flexibly for 3 years, the new company policy mandated her to be in the office for 5 days per week. She has 2 young kids that she picked up from school. She had no family nearby to help out. She wouldn't be able to afford childcare provision for 5 days per week. And her kids were upset that they wouldn't be able to see her after school. She didnt know how she would manage. She broke down from the stress. Employers, think about how mandating staff back to the office is effecting working parents. Yes, there are benefits to being around each other, hybrid working is not a bad thing. But the mandating of four or more days in the office is almost always unnecessary. We need: 💡All jobs, where absolutely possible, to be fully flexible by default 💡Workplace cultures that suppport all parents to 'parent out loud' 💡Enhanced paternity leave to support dads being equal parents from day one and share childcare responsibilities 💡Further subsidised childcare from the Government 💡Fairly paid jobs, in-line with inflation and the cost of living It's an investment into society. Supporting parents to live a life of purpose, to be there to support their children but also contribute to the Labour Market is fundamental to a well rounded, safe and thriving society. Well done Fawcett Society for some powerful research 👏🏽👏🏽 #WorkingParents #FlexibleWorking #ChildcareCosts https://lnkd.in/dbNbi25U

Return-to-office mandates are increasing the gender pay gap and causing women to quit, take lower paying jobs, or drop out of the labor market Taylor Telford covers the growing pay gap and shift in women in the workforce by tapping research from prof. Mark Ma, Institute for Women's Policy Research, Flex Index and Census data: 🔴 Women are nearly 3X as likely to leave; people take lateral (41%) or lower-level jobs (46%) to gain flexibility. 🔴 It's not just women: turnover cranks up for more experienced and higher skilled workers; those with marketable skills go elsewhere. 🔴 Women now make 81 cents on the dollar, down from 84 cents in 2022 and lowest since 2016. 🔴 Increasing RTO demands: the Fortune 100 went from 16% to 29% demanding full-time in office over the last two years. "In 2023, Courtney Clements made a once-inconceivable career pivot: She took a roughly $30,000 pay cut, leaving a senior executive role after the commercial staffing firm where she worked began requiring employees to come into offices full-time." Prof Ma's research is based on 54 large technology and financial firms in the S&P 500 that implemented RTO mandates between 2020 and 2023. The results as the RTO mandates have gotten more strict and childcare costs risen have likely gotten worse, but so has the job market. Mary Beth Ferrante, of WRK/360 notes that now many women are “beholden to the situation they’re in” given the lousy job market, while others "have been forced to step back from their careers due to the paucity of affordable child care." Hence also our broader loss: a 3 percentage point drop in women's participation in the labor force. 👉 Read on: https://lnkd.in/g2dEGsX9 #GenderGap #RTO

I had three kids in four years. During those early chapters, I navigated a mix of roles: private equity investor, CFO, founder. I closed deals while nursing newborns, took calls on mute while multi-tasking, and found creative ways to keep showing up at work and at home. None of it was easy, but flexibility made it possible. Each maternity leave was different. Each return to work came with new trade-offs. But what stayed constant was the value of autonomy and being trusted to deliver, whether from the boardroom or my kitchen counter. That’s why I worry when I see blanket return-to-office mandates. The research is clear: these policies disproportionately impact women, especially working mothers. With US birth rates falling and labor force participation still recovering, this is a material, long-term economic issue. Don't get me wrong, I loved being in the mix and in my new role, I’ve already seen how hallway run-ins, spontaneous coffee chats, and in-person energy can spark ideas and open doors that wouldn’t exist on Zoom. There’s real power in proximity. I also know, deeply and personally, that working from home can be a lifeline. The future of work should be about performance, not presence. Impact, not optics. And yes, collaboration matters. So does inclusion. If we want more women in leadership, more diverse boards, and more innovation across sectors, we have to recognize that careers don’t move in straight lines and success doesn’t always wear a suit or commute five days a week. Let’s build workplaces that reflect the messy, beautiful reality of modern life. That means sometimes coming in and sometimes staying home. Back to the office? Or stay remote? Maybe we’re asking the wrong question.

80,000 people in Scotland have quit their jobs this year — because of rigid return-to-office mandates. Let that sink in.... We talk about talent shortages, mental health, and gender equity… But many policies still treat flexible working like a luxury — not a necessity. Let’s do some basic maths 👇 In England & Scotland, primary school kids get: 🗓 13 weeks off per year That’s 65 days - not including bank holidays or those surprise INSET days. Compare that with the 25–30 days of annual leave most working parents get. Even if two parents split their leave perfectly (which is rare), you’re still left with 3–5 weeks to fill. Which means: - Paying for childcare (up to £300+ per week per child) - Juggling calendars and favours - Or stepping back from work altogether This is where so many women fall off the career ladder. As a mum of twins? You can double the cost, double the juggle, and double the stress. So when I hear companies enforcing “bums on seats” policies in the name of culture or productivity, I have to ask: Culture for who? Productivity for who? Food for thought. #WorkingParents #HybridWork #FutureOfWork #InclusionMatters

Companies that have instituted a mandatory return to the office policy are introducing a much greater hardship on the women in their organizations than they realized. While this sounds like an equitable move to make everyone come back to the office, it is anything but, according to a Deloitte Workplace Intelligence survey. “Women are 30% more likely to exit if their remote work options are rescinded.” There are many factors at play relative to this finding. Women tend to be the caregivers in a family and those responsibilities require more flexibility. Women also experience more microaggressions in the office environment which they are partially shielded from when they limit their time in the office. While I do understand why many managers would like to bring everyone back in the office, I would hate to see the many gains in workplace equity and increased representation disappear as organizations try and “get back to normal”. There were so many great lessons learned during the lockdown relative to better ways to communicate, to build teams remotely, to connect people and increase productivity. I would like to see that managers don’t take the easy way out, which is to just require everyone to return to the office. I would like to see managers and organizations consider which roles and which elements of the job require in person interaction and which can benefit from remote working. Two decades ago, I started working from home 2 days/week. It made such a difference to my mental health and my family as my kids were toddlers then. I definitely could not have kept up working full time without that level of flexibility and I didn’t even have the benefit of so many new developments that we experienced during COVID that has made remote work even more sustainable and productive. What do you think? What are the benefits of remote work that you have realized? Has your employer instituted a full time return to the office policy or a hybrid work policy? #returntooffice #equity #diversity #allies https://lnkd.in/gKcpnnNq

Return-to-Office Mandates Will Hurt Women—and Productivity Companies pushing for a return to the office see unintended consequences, especially for women. Research from Upwork and Fortune highlights this critical issue: 🔴 Nearly two-thirds of C-suite leaders admit office mandates are causing more women to quit than men. 🔴 Over 50% of executives say the loss of female talent has reduced productivity, counteracting the very reason for enforcing in-office policies. 🔴 A staggering 75% of women would start job-hunting immediately if hybrid work options were revoked. 🔴 88% of women believe flexible work levels the playing field, reduces bias and accommodates life’s "pinch points"—particularly for working mothers. I discuss RTO mandates and ways of working regularly with my clients. When they seek my advice, here is what I tell them: 1. One size doesn't fit all. RTO mandates are blunt instruments. 2. How does this decision support your organisation's gender equity goals? 3. How are you helping managers become better leaders of people who have varying preferences and needs regarding work? Feel free to ask these questions in your workplace and, let me know how you go. We really need to think much more sensibly about asking people to return to the office, be very clear on the "why," and provide managers with the tools to communicate that "why" effectively. #RTOMandates #WorkplaceGenderEquity #AdvancingWomen

In India, LinkedIn's recent data shows that 38% of women cite a career break for parenting, over four times the percentage of men at 9%. This statistic reveals a critical opportunity for companies to support women reentering the workforce after career breaks, especially for those transitioning back into strategic or leadership roles. Since I work in corporate leadership and talent acquisition, I've had the privilege of helping numerous women resume impactful careers. Success in these placements is only possible with the full support of stakeholders and leadership. When companies trust and empower the talent acquisition team to identify skilled candidates—career break or not—change happens. With the right understanding and genuine commitment from top-level leadership, companies can move beyond stigmas tied to career breaks. This approach is where real change management lies: hiring based on skill and potential, aligned with opportunity requirements, and championed by an inclusive leadership vision. To foster this environment, companies can Create 'Returnship' Programs: Structured reentry programs designed to ease the transition, often with mentorship and flexible schedules. Empower Hiring Managers and Teams: Sensitize teams to the value that career returners bring, shifting the focus from the break to relevant skills. Flexible and Inclusive Policies: Remote or hybrid working options, especially in the early months, to accommodate reentry. Leadership and Accountability: Embed this inclusion at the top levels, ensuring leaders actively promote and normalize hiring after career breaks. It’s time we see this as true change management, where talent is prioritized for the value they bring, not discounted for gaps in their resume. #ReturnToWork #WomenInLeadership #InclusiveHiring #CareerReentry #DiversityAndInclusio

I try to be sympathetic, and constructive, I really do. But some things are just no-brainer bad business. I can already hear so many of the finance bros who still lead most of the firms in our industry doubling down on their in-office mandates, clinging to the-way-things-have-always-been-done for dear life, now feeling validated by Amazon’s recent decision to enforce a five-day return to the office. But this makes zero commercial sense in our profession. Not one firm in this country has the luxury of losing talent. Not one firm can afford NOT to invest in their employer brand to attract talent. Not one firm can confidently say that the talent crisis in our industry isn’t already hitting the bottom line – or that it won’t soon. As firm owners we set the tone in the industry for new entrants, and folks wanting to make accounting a career. This tone is not carrying well in the talent market, it is fair to say. As accountants, we love numbers, so here’s a few for you: ➡ 50% of the industry talent pool are women. ➡ The rate at which women are leaving firms, the industry, and the profession is significantly faster than men. ➡ A large proportion of these women are, or will be, parents. When we mandate in-office attendance, accounting firms and organisations like Amzon send loud messages to the talent market: 📣 You will now need to find someone to pick the kids up from school 📣 You will need to spend (waste) more time commuting 📣 You will now have even LESS time with your kids/fur babies/wellness after work 📣 Maybe you should think again before applying to work in this firm 📣 We’re stuck in the past, and you’ll need to adjust – not us All of these things disproportionately impact working women. With these messages, you are actively driving away (at least) half of your talent pool. This isn’t about gender – it’s about basic commerciality. If your managers and ‘leaders’ don’t have the capability to lead and manage in a hybrid environment, then they are simply not equipped to lead today (NB: I did not say 'tomorrow' or 'in the future'). I know investing in leadership capability was not something that was role-modelled to us by the partners-that-should-have-retired-already. But here's today's hot tip - it will cost you far less to do ☝ than what the current talent crisis is already draining from your firm. Get about it. Don't be like Amazon. #accountingandaccountants #HybridWork #Leadership

I saw a post recently where someone argued that returning to the office full-time shouldn’t be a big deal. His reasoning? “We’ve done it before, so why all the fuss?” Then came this line: “Everything was fine before remote work — except maybe for parents, but they managed too.” I couldn’t stop thinking about that. Because if you ask many working moms, the truth is everything wasn’t fine. Before remote work, women were balancing full-time jobs, long commutes, school drop-offs, doctor appointments, and most household responsibilities. The burnout was overwhelming. Some powered through. Many others left the workforce because they simply couldn’t do it all anymore. Remote work didn’t magically fix everything, but it made things a little more manageable. It let women stay in the workforce while still showing up for their families. It offered flexibility where rigid work schedules didn’t. And it highlighted just how broken the "everything was fine" system really was. So when people dismiss remote work as just a nice-to-have convenience, I can’t help but wonder: Are they ignoring what it’s meant for women trying to make it all work? Because this isn’t just about location; it’s about building a more equitable and human workplace where women can thrive instead of just survive. And that matters.

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.