COVID has brought some silver linings to the world of work, such as hybrid or flexible working. This work mode allows employees to split their time between office and home according to their needs and preferences. As a single mother’s daughter, I know the challenge of choosing between income or family because of a rigid 9 to 5 schedule. Women are balancing between home and work duties. But multitasking can impair their performance and well-being, reducing their focus, productivity, and accuracy. It can also cause stress, fatigue, and burnout. Therefore, I support flexible working, which has empowered women, boosted the economy, and benefited men. I believe hybrid working is a positive change that COVID has brought to the world of work, as it has increased women’s participation and contributed to economic recovery by increasing productivity and giving men more time with their families.

Women Work & Wonga

Women have led the comeback of work hours to pre-COVID levels, easing the labour crunch. The Office for National Statistics shows that women’s work hours are up almost 5% from before COVID, while men’s are down. That gives dads more time with their little ones.

Women had to juggle work and childcare when schools and nurseries shut down. But with hybrid work, they can work and care for their children more smoothly. The ONS data shows that more women have switched from part-time to full-time jobs; fewer women work part-time while more men work part-time.

Hybrid Hype?

That all shows that hybrid working fits women better. That is crucial as women bear the brunt of the financial crisis. According to a study by McKinsey Global Institute, hybrid or flexible working can increase women’s participation and retention in the workforce, as well as their satisfaction and loyalty. Flexible work options also enhance well-being and inclusivity for workers with disabilities. It also lets dads be more hands-on in parenting, which can shift gender norms. Hybrid working may even let you live your dream of working from anywhere. Some countries offer visas for remote workers with open arms. And there are environmental and cost benefits for employers and employees.

Is Hybrid Working Over?

However, some businesses are bucking the trend of flexible and inclusive working. JPMorgan, Chase, Amazon.com Inc., Apple, Blackrock and Goldman Sachs are imposing stricter rules on hybrid work and demand more office presence from their employees. That could undo women’s progress gained from remote work. And as businesses, they may lose the benefits of hybrid work, such as productivity, retention, innovation, collaboration and satisfaction.

McKinsey Global Institute says that around 50% to 60% of jobs require employees to be at a specific place to do it. So, hybrid work is not a one-size-fits-all solution but a flexible and adaptable option that can suit the different needs and preferences of workers and organisations. It requires a culture of trust, respect, and empathy among all stakeholders and a willingness to learn from each other and embrace change. The key to successful hybrid work is to have clear expectations, guidelines, and support systems for remote and office workers, as well as regular feedback and evaluation of the outcomes and impacts of hybrid work.

As a consultant in culture, equity, diversity and inclusion, I can also see how a lack of hybrid working can create a culture of inequality and exclusion for women and other groups by creating or reinstating barriers and challenges to accession opportunities and resources. If done right, hybrid work can offer many advantages for women, men and the economy. Still, it also demands constant learning and improvement to overcome its challenges.

I hope you enjoyed reading this article. If you have any questions or comments, please share them with me. 😊