'This shift is not only enhancing work-life balance but also fostering a wealth of new professional opportunities'
The rise of hybrid work is creating new pathways for women to access senior roles, according to a recent report.
More than half (53 per cent) of women say that the flexibility of hybrid working has empowered them to apply for a promotion, and this figure rises to nearly two-thirds (61 per cent) for those in a minority group.
“Once women are able to work to their full potential because of hybrid working, their talents are far more likely to be recognized and utilized,” says Fatima Koning, group chief commercial officer, IWG, which did the report. “It levels the playing field, and women no longer feel they are at a disadvantage.”
Women say they experience less discrimination working remotely, according to a previous report.
‘Hybrid working is a great equalizer’
But it isn’t just access to senior roles that the hybrid model is improving, it’s “the chance to shine in all areas of the workplace,” notes the provider of flexible workspace solutions.
Specifically, two-thirds (66 per cent) of women say that hybrid working has opened up new opportunities at work in general that they would not have had otherwise. This number rises to 73 per cent for those in minority groups, according to IWG, which surveyed 1,000 female workers, according to People Management by the Chartered Institute of Personnel and Development (CIPD).
Also, over two-in-five (44 per cent) say they are thinking about a career change they would not have considered without hybrid working. A similar number have also already jumped to an entirely new industry thanks to the hybrid model, reports IWG.
However, there is still a long way to go to achieving equality for women.
Women make up 50 per cent of the world population, yet the global labour force participation rate for women is 47 per cent, compared to 72 per cent for men, according to the report. Also, women make up only 28% of the C-suite.
“Too few firms have too few female leaders to begin with,” says Koning.
Given the pushback diversity, equity and inclusion (DEI) initiatives, 51 per cent of Canadian women say they are worried about major companies scaling back DEI initiatives, fearing the negative impact on their career development and progression, according to a previous report.
However, hybrid work is also pushing the DEI movement forward, according to IWG. Among women in minority groups:
- 44 per cent say hybrid working has enabled them to be more productive and efficient
- 49 per cent say it has helped them learn more about other roles at their company.
- 32 per cent say it has increased their visibility with senior leadership
- nearly three-quarters say it has brought them opportunities they would not have had otherwise
When it comes to those with a mobility disability, nine out of 10 (86 per cent) say that hybrid working has made office-based jobs more viable for them, while 61 per cent agree it has made their job more inclusive.
“The flexibility offered by hybrid working is a great equaliser,” says Koning. “It can make the workplace a far more welcoming environment for those who have previously felt excluded, and everybody benefits.”
Canadian employers are also benefiting from the hybrid work model, saving about $400,000 per year, according to a previous IWG report.
‘Continuing to champion this important work’
McKinsey and Company notes that employers have invested more energy and resources in women’s advancement in the workplace over the next decade. However, “the fragility of the progress in the pipeline highlights the need to do more,” the company says.
“Despite companies’ efforts to activate managers and employees, the culture of work appears to be stuck. If one thing is clear, it’s that deep, systemic change – which requires reshaping people’s mindsets and behaviors – is hard to achieve and does not follow a linear path, McKinsey and Co. says.
“The next phase of change will require even more tenacity, creativity, and optimism, which starts with companies rekindling their commitments to equity and fairness that have gotten us this far. For senior leaders, this means continuing to champion this important work and challenging themselves and their organizations to do better.”
Employer-led networking, when done right, can be a powerful tool to recruit women, according to researchers from McGill University’s Desautels Faculty of Management.
