The Impact of Rigid Return-to-Office Policies on Women in the Workforce

The COVID-19 pandemic has significantly altered workplace dynamics, particularly benefiting women through increased flexibility. As companies like PNC Bank announce mandatory five-day-a-week office attendance starting in May, concerns arise about the potential negative impact on female employees. The shift back to rigid in-office mandates threatens to undermine the progress made in retaining women in the workforce, who constitute 52% of the management and professional workforce, according to the Bureau of Labor Statistics.

Don’t let return-to-office fever push women out of the workforce

Research from McKinsey & Company and LeanIn.org indicates that flexibility is a crucial factor for women’s retention in the workforce. Midcareer women, especially those on leadership tracks, are more likely to consider stepping back or leaving their positions when flexibility is reduced. Women of color report even greater challenges under inflexible policies. The Brave Women Project emphasizes that flexibility is not merely a perk but a necessary infrastructure for sustainable employment.

Don’t let return-to-office fever push women out of the workforce

Women are expressing significant anxiety regarding the logistics of returning to the office, fearing that requesting hybrid options may be perceived as a lack of commitment. Many report feeling overwhelmed by the dual demands of professional and personal responsibilities without adequate structural support. The Brave Women Project's confidential discussions reveal consistent themes of quiet exhaustion and the need for sustainable workplace structures rather than special treatment.

Don’t let return-to-office fever push women out of the workforce

Holly McIlwain, founder and board chair of the Brave Women Project, advocates for common-sense return-to-office (RTO) policies that prioritize outcomes over mere presence. Key recommendations include establishing metrics for meaningful success, planning meetings with respect for employees' multifaceted lives, and focusing on equity rather than equality. These policies should also acknowledge caregiving as a workforce reality, allowing for role-based flexibility rather than blanket mandates.

Don’t let return-to-office fever push women out of the workforce

The push for rigid RTO policies poses retention and succession planning challenges, as well as economic implications. Organizations that ignore the lessons learned during the pandemic risk losing experienced talent and widening leadership gaps. The future of work will depend on leaders aligning policies with the lived experiences of their employees, particularly women, to create environments where they can thrive without the threat of burnout.

Don’t let return-to-office fever push women out of the workforce

• “Common sense return-to-office policies do not mean eliminating in-person collaboration.” — Holly Joy McIlwain

Don’t let return-to-office fever push women out of the workforce

• “If we want women to lead, advance, stay and transform industries long term, our policies must reflect that goal.” — Holly Joy McIlwain

Don’t let return-to-office fever push women out of the workforce

As organizations formalize their return-to-office policies, it is crucial to engage in thoughtful discussions about their impact on women in the workforce. By prioritizing flexibility and understanding the unique challenges faced by female employees, companies can foster an environment that supports retention and growth, ultimately benefiting the entire organization.

Don’t let return-to-office fever push women out of the workforce