Return-to-office mandates: a step back for gender equity? 

Almost half (47%) of Britons think society has “gone far enough” when it comes to giving women equal rights to men, according to a 2024 study, while the same proportion also believe we’ve gone so far in promoting women’s equality that we’re now discriminating against men. Despite these perceptions, the reality is that we still have leaps and bounds to go before we can truly say men and women are operating on a level playing field.

In the workplace specifically, can we really say enough has been done when the gender pay gap stands at 13.1% across all UK employees? When, if we carry on at the rate we’re currently going, global mid-market companies aren’t expected to reach parity on women in senior management roles until 2053? When just a few years ago, there were more FTSE 100 CEOs named Peter than there were women? Though thankfully this is no longer the case, the numbers are still bleak, with women currently making up a mere 10% of these roles.

Evidently, more needs to be done to achieve gender parity, but there are growing whispers of a world of work trend that may threaten to disrupt this progress – namely, a widespread return-to-office (RTO). While the benefits of hybrid working have been felt across the workforce, employers need to consider how RTO requirements may have a disproportionately negative impact on women and potentially fuel gender inequity.

Hybrid working can support women’s career development

The Covid-19 pandemic made the possibility of home working a reality for the masses, and since then a large proportion of the workforce have enjoyed the benefits of fewer commutes and a better work-life balance. But for women specifically, hybrid working may also help level the playing field with regards to career development, suggesting that strict RTO mandates could have the opposite effect.

One recent survey of more than 1,000 women in the US honed in on the wider benefits for this demographic, particularly in terms of their career trajectories. Most respondents (88%) said the flexibility that comes with hybrid working serves as an equaliser in the workplace, while two-thirds (67%) believe this working pattern has had a positive impact on their career growth path, and over half (53%) said that it had empowered them to put their hat in the ring for a promotion.

RTO mandates may see female staff drop-off

A mandated return-to-office is more likely to disrupt women's productivity and overall job satisfaction than men’s, with 41% of women believing they’re most productive at home compared to less than a third (32%) of men, according to our Employment Trends – 2025 Spring Update survey. Of those working fully remotely, more female respondents said that being at home allows them to work more efficiently (88%) than male respondents (79%).

As well as potentially hurting a disproportionate number of your female employees’ productivity levels with the removal of home working options, our survey also sheds light on a potential staff retention crisis. In fact, the majority (51%) of women would consider leaving their job if they were required to return to the office. This greater reluctance among women to give up their hybrid working arrangement could lead to higher turnover rates among female employees and exacerbate gender disparities in career advancement.

More significant financial implications for women

Commuting costs and their financial impact are a more significant concern for women than men, according to our research. Almost two-thirds (63%) of women reported that their commuting costs would increase significantly if they were required to work from the office full-time, compared to 57% of men. And over half (52%) of women indicated that these increased costs would have a significant impact on their finances, compared to 45% of men. The difference in these results could be partially down to more women facing increased financial strain as a result of the gender pay gap or having additional caregiving responsibilities.

Working mums could be disproportionately impacted

The overwhelming majority (98%) of women express a desire to work in some capacity after having children, with 86% wanting to work at least three days per week, according to the 2023 Careers After Babies Report. However, this often proves to be unviable, with a staggering 85% of women leaving full-time employment within three years of having children, and nearly one-fifth (19%) exiting the workforce entirely.

With working mums already – largely against their preference – leaving the workforce in their droves, return-to-office mandates are only likely to add fuel to the fire. Our survey findings reinforce this, with 48% of women citing personal commitments – which could include things like childcare – as a factor impacting their decision to return to the office. Instead of imposing strict blanket rules, employers should consider offering more flexibility and allowing their employees – especially working mums – the ability to choose their office days in a bid to keep staying in employment a feasible option for a greater proportion of this demographic.

Key takeaways for employers

The disproportionate impact of a return-to-office on female employees – including increased financial strain and potential setbacks in career progression – should be seriously considered before you make any drastic changes to your hybrid working policies.

Ask yourself if the potential benefits of these rules truly outweigh the risks? Will an increase in office days boost productivity and improve the working culture, or will it just mean your organisation takes a step back on the road to gender parity?

Looking for more insights and recommendations on how to make your workplace a more diverse, equitable and inclusive place for all? Download our latest DE&I Report.