Charlene Wheeless
CEO, Speaker, Advisor, Trailblazer
Charlene Wheeless LLC
Maryland
Phumla Jasopu
Assistant Editor
In a surprising twist, AT&T has jumped on the return-to-office bandwagon, implementing its own requirement for employees to be in the office at least five days a week. Amazon CEO was the first to echo Effie Trinket’s famous line, “May the odds be ever in your favor,” while announcing a full five-day return to the office. Not to be left behind a plethora of others followed suit. The trend of RTO policies appears to be picking up steam across corporate America.
As a former executive and now a speaker and leadership coach, to say that I’m shocked is an understatement. Yes, many companies have implemented RTO policies, and in many cases, depending on the type of work, it may be necessary, but it seems to me that some of the motivating factors might be flawed.
As we have heard AT&T, Sweetgreen, and Amazon employees are now required to return to the office starting in the new year. This mandate is even stricter than pre-pandemic policies.
The Rebellion Begins
According to Entrepreneur, 73% of Amazon Corporate Employees said they are looking for new jobs after the mandate was announced . Other channels such as Blind’s survey, however, found that the new RTO policy is having the opposite effect. One brave soul declared they’re interested in “working for a living, not live-action role-playing. Recently, Amazon’s return-to-office policy seems to have hit a snag, with reports emerging earlier this week indicating that there isn’t sufficient office space to accommodate the company’s 350,000 corporate employees. Experts are predicting a mass exodus of top talent; Amazon’s loss could be everyone else’s gain.
A study that was recently done by the University of Pittsburg and published in the Social Science Research Network highlights brain drain as a significant cost of RTO mandates. They said these results are consistent with firms losing their best talent and female employees and facing greater difficulties with talent attraction after RTO mandates. About 90% of women see flexible work as an equalizer. Where 75% would immediately job hunt if hybrid work was taken away. Experts such as Annie Dean, workplace futurist, calls these moves “especially egregious”.
The Numbers Don’t Lie: The Impact of RTOs on Women
A Fortune article dropped some eye-opening stats that every corporate decision-maker should tattoo on their forearm:
- Nearly two-thirds of C-suite leaders admit that RTO mandates have led to a disproportionate number of women and minorities quitting.
- More than half of executives confessed that losing these employees actually tanked company productivity. Plot twist: The very thing these mandates were supposed to boost!
- A whopping 90% of women believe flexible work is an equalizer in the workplace.
- Here’s the kicker: 75% of women said they’d start job hunting immediately if their employer axed hybrid work plans.
Women and Minorities Are in the Crosshairs
RTO mandates hit women, especially mothers, the hardest. Nearly two-thirds of C-suite leaders admit that such policies lead to more women quitting. Still, minorities report that working from home makes them feel safer and more productive because they can focus on their work and not shield themselves from the micro and macro-aggressions they have to maneuver daily. Shortly after the pandemic ended, only 3% of Black employees said they were ready to return to the office (HBR). For many employees from underrepresented groups, remote work has been a crucial support, protecting them from microaggressions, biases, and other difficulties often encountered in traditional office settings. A 2022 McKinsey report highlighted that remote work offered a considerable sense of comfort and autonomy for racial and ethnic minorities (source: McKinsey, “Diversity Wins: Remote Work in 2022”). For Black and Latino employees, the idea of going back to offices where they are a minority can be intimidating. Many express feelings of isolation or being treated as outsiders in these settings. The absence of diversity in leadership only adds to this unease, making some wonder if they really fit in.
…minorities report that working from home makes them feel safer and more productive…
The Real Cost of Juggling family and Executive Life
As a mother and executive who’s been in the trenches, let me tell you – the struggle is real, and the price is high. Here’s a peek behind the curtain of what it really looks like to balance a full-life with a high-powered career. Picture your daughter sleeping with your bathrobe because it smells like you while you’re away on yet another business trip. Parents who juggle high-powered careers often miss critical times with their families which can often have negative effects on growing children.
Parents who juggle high-powered careers often miss critical times with their families which can often have negative effects on growing children.
Let’s not forget the dreaded sick babysitter scenario – Important meetings are missed, and career opportunities slipping away, all while you’re trying to find emergency childcare. It’s like playing career Russian roulette. The kicker? You never resent your children – how could you? But you do start to resent the impossible situation you’re in. Over time, those feelings pile up until you feel like you’re failing on all fronts – at home and work – and everyone is judging you. Women often struggle with this the most.
This juggling act isn’t just difficult; it’s often unsustainable. And it’s precisely why flexible work arrangements are so crucial. They’re not just a nice-to-have; they’re a lifeline for working parents trying to succeed in both their professional and personal lives.
This juggling act isn’t just difficult; it’s often unsustainable. And it’s precisely why flexible work arrangements are so crucial. They’re not just a nice-to-have; they’re a lifeline for working parents trying to succeed in both their professional and personal lives.
The Flex Work Equalizer
Flexible work is frequently viewed as the great equalizer since it eliminates geographic limitations, enabling companies to access a broader talent pool. This allows them to recruit the most qualified candidates, no matter their location. Additionally, it fosters diversity and inclusion by offering opportunities to individuals who may not be able to work in a conventional office environment due to different personal situations. Moreover, flexible work arrangements can boost productivity and improve work-life balance, allowing employees to better juggle their personal and professional responsibilities. This often results in a more engaged and motivated workforce.
There are many benefits to flex work such as reducing commuting stress by encouraging remote work options alleviating stress associated with travel, and contributing to environmental sustainability by decreasing carbon emissions. This aspect of flexible work is particularly advantageous for individuals residing in remote or rural areas, granting them access to opportunities that were previously limited by geographical constraints.
Flexible work arrangements are crucial for promoting inclusivity among marginalized groups, such as individuals with disabilities, older workers, and those from diverse cultural backgrounds. Options like remote work and flexible schedules can cater to different needs, allowing a wider range of people to engage in the workforce. This inclusivity not only helps close employment gaps but also enhances diversity within organizations.
The Impact of Flex Work on Productivity
Employees often discover that they can concentrate better when working from a location of their choice, away from office distractions such as meetings, conversations, and interruptions. Flexible work arrangements allow employees to work during their most productive hours. For example, night owls can work late without being tied to a traditional 9-to-5 schedule, while early risers can start their day with the sunrise.
Employees often discover that they can concentrate better when working from a location of their choice, away from office distractions such as meetings, conversations, and interruptions.
Cutting out or minimizing the daily commute can save time and alleviate stress, leaving employees feeling more energized and focused when they begin their workday. Flexible work can lead to better health outcomes, as employees have more time for exercise, meal prep, and rest. Healthier employees tend to be more productive and engaged.
Offering flexible work options can boost job satisfaction and loyalty, leading to lower turnover rates. Experienced employees who remain with the company can help maintain consistent productivity.
A Word to the Wise: Follow the Leader at Your Own Risk
For all the companies out there observing AT&T, Sweetgreen, and Amazon and considering, “Perhaps we should emulate their strategy,” wait just a second! Just because the industry leaders are adopting a certain method doesn’t mean it’s suitable for everyone.
Remember when your mother asked, “If someone jumped off a bridge, would you do it too?” Well, maybe she didn’t, but the principle stands.
Being a fast follower behind the giants can be tempting, but this isn’t a game of “Simon Says.” It’s about understanding your own workforce, valuing your talent (especially your female and minority employees), and making decisions that benefit both your people and your bottom line.
So before you start drafting that all-hands memo about mandatory in-office days, take a beat. Consider the potential brain drain, the hit to morale, and yes, the very real possibility that you might be shooting your own productivity in the foot.
before you start drafting that all-hands memo about mandatory in-office days, take a beat.
In this brave new world of work, the real leaders will be those who listen to their employees, value flexibility, and understand that happy, well-balanced workers are productive workers.
The Bottom Line
As we watch this “Hunger Games” approach to office work unfold, let’s remember that in the game of corporate success, the odds favor those who adapt, listen, and prioritize their most valuable asset – their people.
