Companies with more women in leadership have more engaged workers and are more profitable. Flexible work provides greater opportunities for career advancement across gender lines and increases the number of women in leadership, which is good for business. According to a recent survey of female hybrid workers that combine in-office and remote work, 88% believe the flexibility of hybrid work is an equalizer in the workplace, and two-thirds say it has had a positive impact on their career growth path. It helps retain women, reduces burnout, and makes it easier to have children and deliver on caregiving responsibilities. The case for flexible work has a social and moral imperative. While so much else has changed (women entering the labor force in record numbers in the late 1960s the Anita Hill Senate hearing in 1991 that centered the movement around the compounding effects of race and class, the internet revolution, a pandemic that sent millions of workers home and yet didn’t crater the economy), we are being told the only way to work is to return to a schedule invented with the Model T. We’ve been stuck in the same corporate work norms since the late 1940s when many families could live comfortably on one paycheck and just a third of women worked outside of the home. By reimagining when, where, and even how we work, we can make meaningful progress toward gender equality and address the dramatic underrepresentation of women and people of all underrepresented genders in our companies, particularly at the most senior levels. Women are still trying to do it all, despite CEOs preserving work arrangements that are outdated and counterproductive when it comes to modern families and changing gender roles. And it is hardly a coincidence that the demographic which benefited most from the old system has also expressed the most anxiety about changing it. But we shouldn’t confuse the feelings of powerful men with facts.ĭespite all of the efforts of the feminist movement that have spanned generations, the reality is that it still largely falls on women to challenge gender inequities in society.
It’s probably not a surprise that employees don’t feel similarly– new research shows that employees still aren’t permitted to work remotely as much as they’d like. More recently, OpenAI CEO Sam Altman called remote work “one of the tech industry’s work mistakes.” Wall Street executive Steven Rattner questioned the effectiveness of remote work, relying on statements from Salesforce CEO Marc Benioff, Meta CEO Mark Zuckerberg, and JPMorgan CEO Jamie Dimon to further his argument. They’re voicing concerns over productivity, creativity, culture, advancement, and mentoring–and even asserting that the remote and hybrid work experiment of the past few years has reinforced the critical importance of sitting in an office.
#Irip not working full#
I hope the lessons they are learning about work and its place in a full life will have a positive impact on them in the years to come.Īs the return-to-office movement gained steam over the past few months, bosses don’t understand why people aren’t returning to the office. Now that I take fundraising, hiring, and sales calls from home a few days each week while my daughters do homework or play in the next room, they have exposure to the reality of my work.
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