Flexibility isn’t a nice-to-have for working parents—it’s an economic lifeline. As I wrote previously, and throughout my book, Go Ask Your Mothers, the pandemic didn’t just shift where we work; it fundamentally redefined how we work. For parents, this transformation has been especially critical, making flexibility and economic security synonymous.
But recent trends—like the push for rigid return-to-office (RTO) mandates—are threatening that progress. As Danielle Abril in The Washington Post recently highlighted, these mandates disproportionately hurt women and other underrepresented groups, who are more likely to bear caregiving responsibilities.
But this isn’t only a diversity issue; it’s an economic one. For families juggling childcare, school schedules, eldercare, and careers, rigid work structures create unnecessary financial strain. Commuting costs, daycare fees, and the need for additional household support pile up quickly—especially when wages haven’t kept pace with inflation. A return to inflexible work models risks undoing years of hard-won gains in family economic stability.
The Data Speaks for Itself
Flexibility isn’t just a feel-good policy—it’s good economics. Research from the National Bureau of Economic Research found that industries embracing remote work saw productivity growth surge from 1.1% pre-pandemic to 3.3% post-pandemic. Meanwhile, industries dependent on in-person work saw a productivity drop of 2.6%. The connection is clear: enabling employees to work in ways that fit their lives enhances outcomes for everyone.
As Abril pointed out, companies enforcing strict in-office policies risk losing talented employees. For many, the cost of working in-person—including commuting, parking, and childcare—feels like an unpaid pay cut. This dynamic disproportionately affects parents, particularly mothers, who already face higher hurdles to workforce participation.
Economic Security Starts with True Support
Flexibility isn’t a perk—it’s a strategy for long-term workforce sustainability. Companies that claim to support working parents need to prove it by offering real solutions:
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Flexible Scheduling: Let employees decide when and where they work.
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Commuting Support: Cover transportation costs or offer subsidies when onsite work is required in situations where remote work is the norm.
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Childcare Assistance: Provide childcare or financial stipends for working parents who must be on-site.
When employers invest in flexibility, they create a foundation for economic security—not just for individual families but for the workforce as a whole.
The Ripple Effect
The consequences of ignoring flexibility extend beyond employee retention. Rigid workplace policies also send a message about company priorities. Employers who force parents into unsustainable work models will struggle to attract talent, especially in an era when hybrid and remote opportunities abound.
And let’s not ignore the optics. Companies enforcing RTO mandates may think a bustling office projects success, but in reality, it signals a disconnect from the modern workforce. As I noted in my previous article, a thriving organization today is one that’s agile, innovative, and supportive of employee needs.
A Call to Action
If we want to strengthen family economic security in 2024 and beyond, flexibility must remain at the core of workplace culture. The pandemic showed us what’s possible when we prioritize outcomes over optics. Now, we have a responsibility to build on that progress—not regress to outdated norms.
Let’s stop treating flexibility as an optional benefit and recognize it for what it is: the cornerstone of economic security for working parents. Employers who embrace this reality will not only retain talent but also build a stronger, more resilient workforce.
This isn’t just about work-life balance. It’s about building an economy where families can thrive. Let’s make it happen.
Sarah Wells is the author of Go Ask Your Mothers: One Simple Step for Managers to Support Working Moms for Team Success, and CEO & founder of a mission-driven brand empowering parents and woman-owned small businesses. Connect with Sarah through Substack, or via LinkedIn!
