Copyright Fast Company
As tech companies push return-to-office (RTO) mandates, a growing number of women in the industry are pushing back. The message is clear: Flexibility isn’t a perk, it’s a prerequisite. According to Ensono’s 2025 Speak Up survey, the number-one reason women in tech plan to leave their jobs is the desire for more flexibility to work remotely. That’s a reversal from 2024, when the leading cause was wanting a more impactful voice in decision-making. This shift is a red flag, signaling growing friction between rigid workplace policies and women’s realities. For leaders, the reversal serves as a wake-up call. Flexibility is a retention strategy, an equity issue, and a business imperative. Flexibility is foundational This year, flexibility emerged as the top priority for women in tech across geographies and generations. Work must coexist with life and leadership. Subscribe to the Daily newsletter.Fast Company's trending stories delivered to you every day Privacy Policy | Fast Company Newsletters Women in tech seek autonomy, trust, and the ability to integrate work with daily life. In Ensono’s survey, flexible hours and remote work were the top priorities across all regions and age groups. This isn’t simply about convenience, but sustainability[LS1] . Women aren’t willing to compromise their well-being or caregiving responsibilities for rigid workplace policies. When given the freedom to manage their time and space, women are more likely to stay, grow, and lead. This makes flexibility foundational to retaining top talent. Yet despite this clear preference, many organizations are doubling down on in-office mandates. Back in the office, but at what cost? Return-to-office mandates may be designed to boost collaboration and productivity, but for many women in tech, RTOs create more problems than they solve. The Speak Up report found that 82% of women surveyed faced mandatory RTOs, with nearly two-thirds working in the office four or more days a week. While many reported gains in teamwork and output, there’s a personal price to pay. Nearly half (49%) of respondents struggled to balance caregiving with work. One in four feels unsafe or uncomfortable due to microaggressions in office environments. These signals indicate that current workplace models aren’t working for everyone. For organization leaders, the challenges are operational and cultural. If RTO policies don’t account for the lived experiences of women, they risk undermining talent retention and workplace equity. Caregivers and career decisions For many women, the office is a source of tension. For the second consecutive year, the top in-person workplace challenge is balancing caregiving responsibilities. Whether it’s school drop-offs, elder care, or breastfeeding logistics, the traditional office model often fails to accommodate the realities of women’s lives. advertisement These pressures shape long-term career decisions. Among women who opt out of executive leadership roles, 50% cite stress, and 36% say they value their work-life balance too much to compromise that balance. A better way to boost productivity For leaders, the takeaway is simple: Flexibility is a non-negotiable strategic imperative. Organizations should: Reassess their RTO policies with empathy and data. Invest in inclusive infrastructure for hybrid work. Recognize flexibility as a cornerstone of both retention and equity. Allow diverse perspectives to shape future workplace policies, especially for those balancing caregiving and career growth. Start by asking: “What do employees need to be productive and present, both professionally and personally?” Quiet spaces, responsive leadership, and inclusive communication practices are just as important as remote access. Hybrid models work best when they’re built on intentional design, not default settings. At Ensono, we’ve seen this firsthand. Our approach is simple: We don’t tell employees not to go to the office, but we also don’t tell them that they must. When employees are asked to go into the office, it’s with a specific purpose, rather than just being physically present. This balance has enabled us to foster global collaboration, retain top talent, and cultivate a culture rooted in trust. For organizations looking to do the same, listen, then act with empathy and clarity. We’ve found that when people are trusted to manage their time and space, they deliver results—and they stay. Are you leading with empathy? Women in tech are saying no to rigid mandates and yes to workplaces that respect their time, their responsibilities, and their ambitions. The message is clear: If flexibility isn’t built into your culture, retention will suffer.
