The challenges women face in career advancement are linked closely with the burden of childcare and an unsustainable work-life balance. Research shows that workplace flexibility significantly influences career decisions, impacting employee retention, job satisfaction, and overall well-being. Remote and hybrid work options could be the key to retaining female talent while enabling women to balance family life.

The Demand for Flexible Work

A LinkedIn survey conducted in India in April 2022 revealed that 83% of working women desire more flexible work arrangements. Additionally, 72% of these women would reject job roles lacking flexibility, and 70% have either left or considered leaving jobs due to insufficient flexible work policies (The Economic Times). These numbers highlight the increasing demand for workplace flexibility as a key factor in women's career decisions.

• 68% of American women report benefiting from hybrid working models.
• 65% say hybrid work has led to new career opportunities.
• 63% note an improved work-life balance due to hybrid work (IWG, 2024).

The Need for Flexible Work to Retain Female Talent

Despite the advantages, inflexible work environments still pose a risk to retaining women in the workforce. A Gallup report from December 2024 found that working mothers are nearly twice as likely to consider reducing their hours or leaving their jobs due to childcare issues compared to working fathers (Gallup).

• 14% of women credit quitting their job due to lack of flexibility (Deloitte).
• Women are 26% more likely than men to apply for remote work (London School of Economics).

It’s evident that options for flexible working arrangements need to be expanded to hire and retain female talent. Companies are losing out on potential financial return by ignoring women’s needs.

Strategies for Supporting Women

To address these challenges, companies must implement policies that support remote and hybrid work. Organisations that prioritise flexibility can attract and retain top female talent while fostering a more inclusive workplace.

• 53% of women say hybrid work has empowered them to apply for a promotion (IWG, 2024).
• Implement hybrid work options with clear career growth pathways.
• Provide support for childcare, such as stipends or on-site services.
• Establish mentorship programmes for women in remote roles.
• Promote a culture of trust and accountability in remote teams.

Companies that implement flexible working options are able to increase employee satisfaction, decrease resignations, and maintain productivity. An example is Trip.com, a travel agency which tested out a hybrid model of work, with employees being able to work from home 2 days of the week.

• Employee Retention: The shift to a hybrid model led to a 33% reduction in resignations. Notably, women, non-managers, and employees with long commutes were the least likely to quit when required to be in the office only three days a week (SIEPR).
• Productivity and Promotion Rates: Employees working hybrid schedules were equally productive and had similar promotion rates compared to their fully office-based counterparts (SIEPR).
• Financial Impact: Trip.com estimated that the decrease in employee turnover resulted in significant cost savings, amounting to millions of dollars.

“The results are clear: Hybrid work is a win-win-win for employee productivity, performance, and retention”-Nicholas Bloom, William D. Eberle Professor of Economics at the Stanford School of Humanities and Sciences and senior fellow at the Stanford Institute for Economic Policy Research (SIEPR).

The switch to hybrid not only benefits mothers, but the other employees and the company as a whole. Saving money, increased employee retention, and employee satisfaction are factors that benefit both company and its employees.

The future of work is undeniably flexible, and for women, this shift presents new opportunities for career growth and work-life balance. However, companies must proactively address the barriers that still exist to ensure women can fully benefit from remote work arrangements. By doing so, businesses can create a more equitable and productive workforce.

WCorp's Commitment to Progress 

At WCorp, we're committed to accelerating this progress in 2025. Our goals include:

1. Fully launching our AI-powered gender equity solution, ROI Genie, to help businesses implement and measure the impact of gender equality initiatives.
2. Expanding our global network of WCorp Ambassadors to spread our message and support businesses worldwide.
3. Certifying even more incredible companies across the globe, recognising their commitment to creating supportive workplaces for women.

By working together, we can transform workplaces, drive innovation, and unlock the $12 trillion economic opportunity that gender equality represents. 

Share this post with your colleagues and team to inspire and educate about the remarkable journey of women in business. And join us in shaping a future where every woman can thrive in business.