### The Office Return Mandates Might Hinder Women’s Progress in the Workforce
Five years prior, when the COVID-19 pandemic compelled non-essential workers to remain at home, American families had to swiftly adapt. Parents and caregivers suddenly faced the absence of childcare, schools, and external resources to aid them through an extraordinary crisis. Nevertheless, for those whose positions permitted remote work, a new chance arose—the opportunity to work from home.
For numerous mothers, working remotely was a blend of challenge and salvation. Once children returned to school or daycare, the flexibility of working from home enabled them to manage the multiple demands on their time more effectively, including the unequal share of household duties they often undertake compared to their male counterparts.
*”Ironically, the pandemic generated a considerable amount of efficiencies in handling daily life,”* states Susan MacKenty Brady, CEO of the Simmons University Institute for Inclusive Leadership.
Currently, however, some business leaders—and even the president of the United States—are advocating for a reduction in workplace flexibility.
### The Drive to Go Back to the Office
In January, President Donald Trump declared that government workers would be mandated to resume in-person work. Likewise, JP Morgan CEO Jamie Dimon recently defended his company’s return-to-office mandate with a straightforward, expletive-laden rationale. Other leading companies, such as Amazon and AT&T, have also summoned employees back to the office.
Proponents of these mandates contend that face-to-face work enhances productivity. However, experts caution that women, in particular, will disproportionately feel the effects of these changes.
*”This transition will significantly influence women’s professional advancement because we briefly observed what was achievable when we had greater control over our schedules,”* comments MacKenty Brady.
### An Expanding Workplace Divide
By 2023, women had finally re-entered the workforce at pre-pandemic levels, per the Institute for Women’s Policy Research. Nonetheless, it took them 11 months longer than men to achieve this milestone—primarily because the recovery of childcare jobs was necessary first.
Now, many women depend on remote work to juggle their professional and personal obligations. CNBC’s annual *Women at Work* survey revealed that roughly a quarter of respondents noted an enhanced work-life balance, attributing it to a more flexible schedule.
However, for numerous women pursuing new job opportunities, securing remote or hybrid roles has become increasingly challenging. Among 700 women surveyed, the majority characterized their job hunt as *”very difficult,”* pinpointing the scarcity of flexible work options as a significant hurdle.
Organizational psychologist Patricia Grabarek explains that the movement to end remote work is frequently spearheaded by high-ranking executives—many of whom are men—who possess the financial ability to outsource household chores or have a stay-at-home partner.
*”There is a disconnect between what executives envision work should resemble and what employees genuinely need to remain productive,”* asserts Grabarek, author of *Leading for Wellness: How to Create a Team Culture Where Everyone Thrives.*
### The Unseen Costs of Ending Remote Work
Despite the push to return to the office, the challenge of balancing work and home responsibilities remains unchanged. Parents still must pick up their children from school, run errands, go to medical appointments, and handle household duties.
Previously, remote work enabled many parents to utilize commute time for these obligations. Now, with strict in-office requirements, they must either secure additional childcare or stretch themselves even thinner.
MacKenty Brady highlights that corporate leaders seldom recognize these pressures, even though heightened stress and fatigue can actually diminish productivity and engagement.
Many women might not openly oppose return-to-office mandates due to concerns about professional repercussions, but that doesn’t imply they will accept them indefinitely. CNBC’s survey indicated that over one in five women had *”seriously considered quitting”* in recent months to alleviate work-induced stress or pursue a higher-paying job. Among those who had already departed their roles, the main reason cited was the pursuit of better work-life balance.
### A Potential Workforce Exodus
While there is currently no definitive evidence that women will exit the workforce en masse, Grabarek cautions that decreased flexibility could compel some to withdraw—much like they did during the pandemic.
The corporate pivot away from remote work could also clarify the rising appeal of the *tradwife* lifestyle, even among women who do not subscribe to its traditional or religious facets.
*”People are feeling drained and burnt out,”* Grabarek observes. *”The notion of a simpler life, where you can concentrate on a single focus, is attractive.”*
MacKenty Brady stresses that the discourse should not position stay-at-home mothers against career women. Instead, she argues that the choice to exit the workforce should be an authentic decision, not one dictated by societal expectations or economic pressures.
*”If a woman opts for a traditional role because it aligns with her values, that should be honored,”* she affirms.