Hybrid work is considered nearly twice as important as parental leave in supporting women in the workplace, according to new research by International Workplace Group (IWG).
The study, based on responses from more than 1,000 female workers, found that 67 percent believe hybrid work has positively influenced their career trajectory. Only 36 percent said the same for parental leave. The main benefits of hybrid work include improved work-life balance (58%), greater flexibility (58%) and reduced commuting time (54%) due to the ability to work closer to home.
A separate IWG study found that 69 percent of flexible businesses reported increased productivity and the same proportion said flexibility had helped them attract and retain top talent. Research by McKinsey further supports this, showing that companies with more than 30 percent female representation are more likely to outperform those with fewer women in senior roles.
Gender Parity and Career Progression
The study concludes that hybrid working plays a key role in advancing gender equality in the workplace. Almost half of respondents (49%) said hybrid work had contributed to their promotion to a more senior role, while 48 percent cited increased flexibility as a crucial factor in their career advancement.
Across all age groups, 68 percent of women agreed that flexible working had helped level the playing field at work. However, progress remains slow. According to the World Economic Forum, gender parity will not be achieved until 2158 at the current rate. More than half of women (52%) in the IWG study believe flexibility will be essential in closing this gap.
Hybrid Work and Productivity
The research also highlights the productivity benefits of hybrid work. A significant 81 percent of women reported being more productive when given the flexibility to choose their work location. Findings from Stanford Professor Nicholas Bloom indicate that hybrid work models improve productivity by 3 to 4 percent on average, with long-term impacts on business performance.
Commuting remains a major challenge for many women, particularly those balancing work with family responsibilities. Sixty-three percent of respondents said hybrid work had enabled them to remain in employment rather than leaving due to caregiving commitments.
Fatima Koning, Chief Commercial Officer of IWG, said, “IWG’s latest study shines a light on the key role hybrid and more flexible ways of working opportunities can play in achieving parity. Our findings underline the importance of this flexibility for promoting women’s career advancement, improving productivity and attracting, as well as retaining, female talent.”
Workplace Flexibility ‘Key to Retaining Female Talent’
The study also revealed that workplace flexibility is a decisive factor for women when considering new job opportunities, with 84 percent of respondents said flexibility influenced their decision when applying for a role.
Long commutes remain a concern, with 62 percent of female employees stating they would leave their job if required to commute long distances daily. This percentage rises to 65 percent for women aged 35-44, a critical period for career progression and higher earning potential.
Mark Dixon, CEO of IWG, commented, “Companies that prioritise flexible working arrangements will gain a competitive edge in attracting and retaining top female talent. But the benefits don’t end there. Hybrid work has also been proven to enhance productivity and reduce overheads, making it essential for business success, driving both talent retention and a healthier bottom line.”
With hybrid work becoming an increasingly important factor in career decisions, businesses looking to attract and retain female talent may need to reassess their workplace policies.
Alessandra Pacelli is a journalist and author contributing to HRreview, an HR news and opinion publication, where she covers topics including labour market trends, employment costs, and workplace issues. She is a journalism graduate and self-described lifelong dog lover who has also written for Dogs Today magazine since 2014.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
