Damned if we do, damned if we don’t: the challenges of a return to the office for women

As more office doors creak back open and an increasing amount of employers are looking to encourage their employees to return to their physical workplaces, the transition is anything but uniform.

For many women, the shift back to in-office work presents a unique set of challenges and considerations. I’m one of the lucky ones. I run my business from my garden annexe. The team can come and go pretty much as they please - working when and how they want, fitting in with juggling family commitments. But not many are as lucky and I wanted to take a look at the complexities that a return to the physical office can bring, especially for women. It touches on the continuing lack of inequality and the need for flexibility, and how so many household and childcare responsibilities predominantly fall on a woman’s shoulders. 

First off, a look at our ongoing battle for equality. Whilst significant progress has been made in recent years, gender equality in the workplace still feels like an elusive goal, one that is very far away. The pandemic initially seemed like an equaliser as remote working became the norm, offering flexibility and work-life balance. However, various research has shown that women took the brunt of support for the kids during the pandemic - caring for kids, homeschooling and so much more. Figures vary between 50% to 62% of women carrying the arduous homeschooling task, depending on who you look to for research. 

Prior to the pandemic, women constituted 39% of the global workforce. But over the pandemic, they suffered 54% of the job losses. Not quite equal, right? In 2022 the World Economic Forum published a study, The Global Gender Gap Report 2022, which explained that women won’t claim equal pay for another 132 years - thanks to the pandemic this has been delayed by a generation - an entire generation!

Women, who have historically shouldered a disproportionate share of household and childcare responsibilities, now face the prospect of returning to a work environment that might not accommodate their needs. The persistent gender pay gap and underrepresentation in leadership positions further compound these challenges. As more and more companies are looking for ways to encourage people back to a physical workplace, it’s imperative that employers recommit to their diversity and inclusion efforts, ensuring that women's voices are heard and their contributions valued to make it work.

Flexibility remains a lifeline for many. The return to the office should not equate to a return to rigid, pre-pandemic work structures. Employers must recognise the value of flexibility and continue to offer remote work options or flexible hours. A culture that supports work-life integration not only benefits women but can enhance productivity and employee satisfaction across the board.

Maybe a better approach to modern office work is to look at task-based work. Harvard Business Review has been talking about this as far back as 2007. I really do believe we no longer need to fit the 9-5 routine. More an approach that allows us to work when and how we want. Our performance won’t be affected by picking up the kids or being around for bathtime. 

So what can businesses do to make working life better for women, both in and out of the physical workplace? 

Intentional design of hybrid work policies

Women are always on. I am guilty of this. We’re always giving our all to our work or our family, and our home. There’s little time to switch off. No time for a little bit of selfishness. This leads to an increased risk of burnout. Or of leaving the workplace completely. So as workplaces roll out new hybrid work policies, there is an opportunity to reduce that stress and burnout that women (and men too) feel, thereby increasing gender equity and inclusion. But workplaces must be intentional in how they design these policies or we risk importing old biases and barriers into new work arrangements. Think about having task-based policies rather than the rigid 9-5. 

Increase the number of women at the top and share their stories

The number of women in board level positions has improved significantly in the last few years which is really encouraging. Latest figures show that some 40% of board roles now belong to women. These women need to be role models for younger, more junior women coming into the workplace. We need to hear their stories. I do have concerns about this number dropping if we see companies mandating a return to the physical office, but equally it’s easy to lose your place at the table without physically being there, especially if more men are making it into work. We need to find a balance.

Provide special parental leave

Sometimes personal admin, worries about elderly parents, taking kids to the doctor or any number of other things can require short-term time off. Think about including an additional parental leave policy, allowing your team to take a couple of days above their annual leave. Encouraging men especially to take this sort of leave too. This will give you a grateful, happier, more engaged, more energetic person working for you and more balanced partnerships at home. 

Support with childcare

The cost of childcare and juggling either end of a workday can be a nightmare for working parents, especially mothers. Childcare responsibilities have long been a hurdle for working women. The pandemic amplified this issue as schools and nurseries closed, forcing many women to become full-time caregivers on top of their professional duties. Even as the world returns to some kind of normalcy, childcare challenges persist. The return to the office means that women must once again grapple with arranging and managing childcare, often at the cost of their careers.

Employers can alleviate this burden by offering childcare support, such as on-site facilities or subsidies, and by fostering a family-friendly workplace culture where both men and women share responsibilities. Additionally, advocating for affordable, accessible childcare options on a broader societal level is crucial in addressing this systemic issue.

Give people a reason for being physically present

I understand companies mandating that their employees need to be in the office a certain number of days per week; I agree that we collaborate better in person and I worry about people who are joining the workplace now won’t have the learning opportunities that I know I did - learning by osmosis (that’s for another blog). But coming to the office just to sit on Teams calls which they could perfectly adequately do at home is a waste of time. Make the return office days Teams free where possible and give those coming in a reason for being there - a Lunch and Learn opportunity, collaboration, free gym or wellbeing facilities - poll your team to find out what would encourage them in. You can bet it certainly won’t be to do what they do at home, but with a commute to add to that headache. Make those ‘in person’ days really count. 

If we’re not physically present, especially as women, torn between our home ‘work’ and work work, will we be penalised in our careers for working at home that extra day? Will we see that magical 40% figure begin to drop?

I believe the return to the physical workplace is a pivotal moment for organisations and society at large. It’s an opportunity to put to bed traditional workplace norms and make necessary changes to ensure equality, flexibility, and support for women in the workplace. By challenging all that’s gone before, we can create a more inclusive and equitable workplace for all employees, regardless of gender. I think it’s a collective responsibility that starts in the workplace but extends far beyond its walls, helping to share a more balanced and just society - hopefully in time for my girls (now aged 13 and 15) to enjoy.