Men and women aren't returning to the office at equal rates

What you probably already know: Five years ago, the future of work was on everyone’s mind as employers adopted work-from-home models. Today, corporate America has largely returned to in-person or hybrid schedules, even as competition for remote gigs remains fierce. Starbucks is the latest big employer to present remote workers with an ultimatum: spend four days a week at the office or take a buyout. While more people in cubicles can be good news for downtown economies and the companies that insist in-person work improves collaboration and efficiency, men and women aren’t responding to return-to-office (RTO) mandates evenly.

Why? The share of men who spent time working from home decreased from 34% in 2023 to 29% in 2024, according to the Bureau of Labor Statistics’ American Time Use Survey. For women, the figure held steady at 36% both years. The remote-work gender gap isn’t new, but the Labor Department’s yearly survey data shows it started widening with the onset of the pandemic and fluctuated in the following years. In 2019, 26% of women reported doing at least some of their work at home, compared to 22% of men. In 2020, the figures jumped to 49% of women and 36% of men.

What it means: Flexible work schedules can be a huge boon for employed parents who want to avoid paying for child care. But spending less time in the office can cripple a person’s career trajectory. Remote workers have fewer opportunities for advancement, largely because they receive significantly less feedback than their in-office peers, according to a study by economists at Harvard University, the Federal Reserve Bank of New York, and the University of Virginia. The study found this impacts women more than men, because women are more hesitant to ask for feedback in remote scenarios. Research also suggests that proximity bias can cause remote or hybrid employees to miss out on opportunities such as meetings, recognition for work accomplishments, and promotions. A 2024 survey by consultancy KPMG found 86% of CEOs planned to “reward employees who make an effort to come into the office with favorable assignments, raises or promotions.” 

What happens next: Remote work has its benefits. It can strike an accommodating balance for people, especially women who still shoulder the burden of family responsibilities at higher rates than men. Flexibility can encourage more women to participate in the labor force, and the reverse is also true: Data suggests that women are more likely to quit their jobs due to return-to-office (RTO) mandates than men. Remote work is a double-edged sword for women, with the potential to further gender equity in some ways, and hold it back in others. Giving women the option to choose for themselves is key.