Navigating the Return to Office: Balancing Productivity and Diversity

The ongoing debate surrounding return to office protocols has highlighted concerns about gender diversity and falling productivity. While some argue that a full return to office may hinder women’s career advancement, others believe that in-person collaboration is essential for business success. This article explores the challenges faced by companies in managing the return to office, the importance of effective communication from leaders, and the need for clear guidelines to support remote and hybrid work arrangements.

  • Workplace Diversity: The setback experienced in promoting gender diversity during FY 2023 has raised concerns about the impact of forcing female employees back into the office. Experts suggest that companies should provide flexibility and remote work options to create a more diverse workplace. For instance, Airbnb’s decision to allow employees to work from anywhere has resulted in a more diverse employee base, with women accounting for 52 percent of new hires in the U.S. over the past year. Rigid return-to-office scenarios may lead to the loss of valuable talent and hinder career advancement for women.  
  • Communication and Trust: Effective communication from leaders is crucial during the transition back to the office. While CEOs demonstrated empathy and flexibility during the pandemic, some struggle to convey their motivations for returning to the office. A lack of trust between employers and employees may arise from concerns about productivity. However, it is important for leaders to frame the narrative in a way that addresses employees’ concerns and emphasizes the organization’s performance goals. Threatening employees with lower bonuses or withheld promotions for resisting in-person attendance can lead to disengagement.
  • Job Requirements and Special Considerations: While some employees have returned to the office without resistance, others have raised concerns about the fairness of certain roles having the option to work remotely. Special considerations may be necessary for specific job functions. For example, the travel company reached a compromise with software engineers who initially protested against returning to the office three days a week. They now work in the office one day a week, while non-engineering employees have accepted the arrangement. Companies must strike a balance between preserving their culture and accommodating employees’ preferences.
  • The Human Element and Benefits of In-Person Collaboration: Many companies believe that the drawbacks of remote work outweigh the benefits. They argue that in-person collaboration fosters camaraderie, relationship-building, and better teamwork. However, it is essential to acknowledge the benefits of remote work that employees have experienced during the pandemic. Companies like Carlisle Interconnect Technologies have witnessed turnover in certain departments due to a lack of remote work options. Hybrid and remote work arrangements should be considered for positions where it is feasible and beneficial.
  • Establishing Guidelines for Remote and Hybrid Work: To successfully manage remote and hybrid teams, organizations must establish clear guidelines and policies. Surprisingly, many companies still lack formal guidelines for flexible work arrangements. Ambiguous guidelines can lead to suboptimal performance, as employees may struggle with decision-making and work-life balance. Providing employees with the necessary support and information to make informed choices benefits both their careers and the company’s success. Ongoing training, tools, and employee surveys can help managers develop best practices for managing remote teams.

The return to the office presents challenges in balancing productivity and diversity. Companies must carefully consider the impact on gender diversity and provide flexibility to retain top talent. Effective communication from leaders, along with clear guidelines for remote and hybrid work, is crucial for addressing employee concerns and maintaining productivity. By finding a balance between in-person collaboration and remote work, organizations can create a more inclusive and successful workplace.

At 360 Talent, we believe that the future of work demands a fresh perspective on talent management. In this era of constant change and innovation, traditional approaches are no longer sufficient to empower your workforce and drive organizational success. Our mission is to guide you through this transformation, offering modern strategies that will redefine how you manage and develop your most valuable asset—your people.  Contact us or book a discovery call today to learn how 360 Talent can help your organization grow.

Author: Chris Stanzione
Chris Stanzione is the Managing Partner and co-founder of 360 Talent, a recruiting and people ops consulting firm in Atlanta, GA. You can connect with Chris on LinkedIn, Instagram, or the old-fashioned way at

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