What you probably know: According to U.S. Bureau of Labor Statistics, men were slightly more likely than women to have a flexible work schedule (58% compared with 55%). However, women were also more likely to prefer working from home, partly because it can make it easier to balance work with personal and family responsibilities. Having greater flexibility in the workplace may play an important role in supporting women’s work-life balance and career growth.
Why it matters: Deloitte recently published its “2026 Women at Work Global” outlook, surveying 7,500 women across 15 countries. The data shows that aspects of women’s lives such as domestic responsibilities, health, life concerns and personal safety impact their experiences at work. “With women managing any combination of these things in conjunction with career pursuits, flexibility is becoming more of a necessity instead of an option,” said Ericka Spradley, author and CEO of the Career Confident Woman, who has spent over a decade as a career development leader. Though flexibility benefits women in the workforce, employers are not too far from reaping the benefits as well. Research shows that flexibility may increase work productivity. “I’d say this is a win-win situation for women in the workplace and organizations that retain them,” Spradley said.
What it means: While workplace flexibility offers significant benefits, it may also present challenges when it comes to internal promotions in remote or hybrid work environments. Proximity bias can create an unfair advantage for employees in close proximity to their boss. “It isn’t uncommon for those who work in-person to receive sponsorship, get remembered in the rooms where decisions are made, or receive opportunities for visibility and advancement,” Spradley said. Proximity bias refers to the unconscious tendency of leaders and decision-makers to favor, reward, and advance employees who are physically closer to them. As remote and hybrid work become more common, this bias can make it more difficult for employees who rely on workplace flexibility to gain visibility and access opportunities for advancement. Being intentional and strategic about seeking visibility within the workplace is key when it comes to advancing roles. “When women require or desire flexibility, it doesn’t mean career advancement becomes stagnant,” Spradley said, “it means there’s an opportunity to be more strategic.”
What happens next: When it comes to staying visible at work, Spradley recommends “engineering proximity,” or intentionally creating regular touchpoints with your leaders and colleagues. “Send a brief, monthly impact note to your manager with 3 bullets tied to business outcomes,” she suggests. This can help keep your work top of mind when performance reviews and promotion opportunities arise. Another strategy is to share your accomplishments in a dedicated team chat, making your contributions more visible to others. Lastly, build relationships with mentors who have access to higher level decision making to advocate on your behalf.
