The shift towards hybrid working may hold back women’s career progression, as research suggests employers are overlooking people who spend more time working from home.
There is real concern that the post-Covid return to work is entrenching the gender pay and promotion gap, with employers failing to monitor its impact or properly design jobs for hybrid and remote working.
This especially affects women, who are more likely to choose flexible hours or work from home for childcare reasons.
Male managers are significantly more likely to mostly or completely work from the office (48% vs 38%), according to a survey of 1,300 managers from the Chartered Management Institute.
Two in five (40%) managers surveyed said they had already observed opinion or behaviours suggesting an inequality between those who work flexibly and those who do not. Female managers were more likely than their male counterparts to believe hybrid working could negatively impact career progression.
Anthony Painter, the director of policy at the CMI, said: “Women could end up in a lose-lose situation if employers aren’t careful, needing to balance work and home life through flexible working but missing out on many opportunities that arise through in-person office interaction. That is intolerable and damaging for women and employers alike”.
The CMI study was echoed in the 2022 Deloitte’s Women @ Work which reported findings about the “new normal” of work, and that almost 60% of women working in hybrid situations (arrangements that include any combination of remote and inoffice work) felt excluded.
Female hybrid workers had reported more instances of being kept out from informal but important interactions and conversations, being given opportunities to speak in meetings, and having colleagues take credit for their ideas. For these reasons, and many others, most women indicated that they plan to leave their current employers within the next few years!
Prof Rosie Campbell, the director of King’s College London’s Global Institute for Women’s Leadership, said the impact of hybrid working on female career advancement was something she was “concerned about”, and required more research.
She said hybrid working could worsen the existing “two-tier workforce” for those who work flexibly and get “stuck in the mommy track”, unable to progress in their careers, by creating a “three-tier workforce” of people who are in the office all the time, those who are hybrid, and those who are fully remote.
She added that there is huge variability between employers in terms of how visibility, “presenteeism” and overwork impact promotion opportunities. “Anecdotally it seems in male-dominated sectors with high prestige such as financial services, there is real pressure to get into the office as many days as possible, and I think that’s deliberately exclusionary”, she said.
The solution, she suggested, is for hybrid jobs to be carefully designed, rather than allowed to develop on their own “because existing inequalities might be reinforced”.
I daresay, it’s not just women. Anybody who chooses to work remotely benefits from a degree of freedom but it also comes at a cost. Meaning, women as well as others opting for remote work may sacrifice career opportunities in the process.