RTO Mandates Affect the Workforce Disproportionately, But Why?

The conversation around Return to Office (RTO) mandates is often framed as a simple return to the way things were. Some argue, “We worked in offices before, so why all the pushback?” But it’s not that simple. For many employees, flexible work arrangements weren’t just a temporary pandemic adjustment, but a long-overdue step toward a more balanced lifestyle for workers. And now, as companies roll out RTO policies, we have to ask: Who benefits from this return, and who gets left behind?

The answer, unfortunately, isn’t surprising. RTO mandates disproportionately impact women—particularly working mothers—who still shoulder most caregiving and household responsibilities. But this isn’t just a women’s issue, it’s a workforce issue. When companies fail to account for the realities of their employees’ lives, they risk losing top talent, weakening innovation, and reinforcing outdated systems that exclude valuable contributors. If we want to build a thriving workforce, we need to rethink who our workplace policies serve, and who they leave behind.

The Disproportionate Impact of RTO on Women

Return to Office mandates are not neutral policies. They create barriers that disproportionately affect women, in turn affecting the entire workforce. Here’s where women bear the brunt of gender disparity:

• Childcare and Caregiving: Women still shoulder the majority of childcare and caregiving duties, with mothers spending 2.1 times as much time as fathers on the essential and unpaid work of taking care of home and family. Remote work didn’t eliminate these responsibilities, but it made them more manageable. With strict RTO policies, working mothers are once again juggling long commutes, unpredictable disruptions, and limited support, pushing some out of the workforce entirely.
• Burnout and Mental Health: Deloitte reports that half of women report rising stress levels, yet workplace mental health support remains inadequate. Without flexibility, the strain of balancing work and home leads to burnout that hurts both employees and business outcomes.
• Overlooked Safety Concerns: According to Peoplesafe, nearly half of women worry about their safety while commuting or traveling for work. Long commutes, late-night work obligations, and multi-day trips create risks that many companies fail to address.
• Flexibility & Health: Women’s health needs, ranging from menstrual disorders to fertility treatments and menopause, are rarely accommodated in rigid office policies. Without flexibility, many feel forced to choose between their health and their careers.

Workplace success shouldn’t come at the expense of well-being. If companies want to retain top talent, they must acknowledge these challenges and design policies that work for everyone. Because as much as we want to believe things were “fine before,” they weren’t.

The Myth of “We Were Fine Before”

“Before remote work, many women were juggling full-time jobs, lengthy commutes, and the majority of childcare and household responsibilities. They were managing school drop-offs, doctor’s appointments, laundry, lunches, and everything in between—all while trying to maintain careers.” says Paige Connell, Founder, Advocate, Speaker, and Working Mom, in a recent LinkedIn post.

“The idea that we were ‘fine before’ ignores the reality for so many women.” Inflexible schedules, limited childcare options, and outdated workplace norms forced countless women to leave their jobs—not because they lacked ambition, but because the system didn’t support them. Remote work didn’t solve these issues, but it gave women a fighting chance. Now, with RTO mandates, many are once again being asked to choose between their professional growth and personal responsibilities. That shouldn’t be the case, especially when the benefits for businesses that choose to put their workforce’s needs first outweigh those that don’t.

The Business Case for Flexibility

While flexibility is about employee satisfaction, it’s also about competitive advantage. Companies that prioritize building an innovative workforce will be the ones that retain top talent and drive better business outcomes.

Expanding Access to Opportunity: Research by Cloverpop shows that diverse teams make better decisions 87% of the time and significantly outperform less diverse counterparts. When we build innovative teams, businesses benefit from broader perspectives, stronger problem-solving, and more creative solutions.

The Economic Upside: Achieving gender parity in the workforce will be an economic game-changer. McKinsey estimates that closing the gender gap could unlock $28 trillion in global GDP growth. Companies that invest in workplace flexibility are investing in a stronger, more prosperous economy.

Flexibility Fuels Retention & Innovation: Rigid workplace policies push top talent out. In contrast, companies that embrace flexible work see higher employee satisfaction, better retention, and increased innovation. When employees have the support they need to thrive, they bring their best ideas to the table, driving growth, creativity, and long-term success.

The message is clear: Flexibility is a strategic necessity. Organizations that recognize this will be the ones leading the future of work.

Women’s History Month & The Ongoing Fight

Women have long been at the forefront of technological innovation, from the work of Ada Lovelace and Grace Hopper to today’s leaders in AI, cybersecurity, and software engineering. Yet despite their impact, barriers continue to hold them back or force them to leave. Rigid workplace policies, unequal opportunities, and outdated structures make it harder for women to thrive in the tech industry.

When companies embrace remote work, flexible schedules, and inclusive policies, they support women AND they create a stronger, more productive workforce. A study by BCG showed that diverse management teams lead to 19% higher revenue, and companies that prioritize gender parity are 21% more likely to be profitable. Workplace flexibility is good business.

This Women’s History Month, let’s do more than reflect on progress. Let’s push for real change. Supporting women in the workplace means investing in policies that allow them to lead, innovate, and stay as long as they’d like. One way to make an impact? Support organizations that advance women in tech. Donate to AnitaB.org to help fund programs that advance women’s careers, or advocate for workplace policies that foster flexibility and advancement. Because when women thrive, businesses thrive—and the entire industry moves forward.