Working from home has become the new norm for many employees over the past couple of years, offering a blend of convenience and flexibility. However, according to Debbie Crosbie, the chief executive of Nationwide Building Society, women may be at risk of missing out on career opportunities due to their reduced physical presence in the workplace compared to men.
In a recent interview with BBC R4’s Today programme, Crosbie emphasized the importance of having a “physical presence” at work for career advancement. She highlighted that while remote work can be beneficial for individuals with caregiving responsibilities, being present in the office allows employees to witness leadership in action and fosters professional development.
Crosbie’s decision to modify Nationwide’s remote work policy last December marked a significant shift from its previous stance under former CEO Joe Garner. The organization moved from advocating 100% remote work to introducing a hybrid model, requiring most full-time employees to attend the office at least one or two days per week.
The transition received mixed reactions from staff members who had adjusted their routines during the pandemic. Despite initial resistance, Crosbie noted a noticeable gender disparity in office attendance within Nationwide. She observed that men were more inclined than women to come into the office regularly.
“We find, certainly at Nationwide… that men are more likely to come into the office than women,”
Crosbie stated during her interview with BBC R4. She underscored the significance of visibility and mentorship in professional growth by sharing her own experience of having a female chief executive as her mentor early in her career.
According to research by academics at Durham University and the University of Sheffield, women working remotely often face challenges related to maintaining boundaries between work and family life. The study revealed that women tend to prioritize being available for their families while men are less likely to disrupt their work schedules for domestic responsibilities.
Crosbie acknowledged these differences and stressed the role businesses play in supporting female leaders and employees with flexible childcare options. She highlighted that firms should be mindful not to unintentionally limit women’s access to opportunities by excluding them from physical workplaces where valuable skills can be honed through interaction with leaders.
“Being seen and then seeing other leaders is a really important part of development,”
Crosbie emphasized during her interview. Drawing on her personal journey, she reiterated how exposure to effective leadership styles had positively influenced her career growth trajectory.
Remote work undoubtedly offers benefits such as improved work-life balance when adequately supported by employers. Nonetheless, Crosbie urged companies not only to encourage flexible working arrangements but also ensure that such policies do not inadvertently hinder women’s progression within organizations due to reduced visibility in traditional office settings.
As businesses navigate evolving workplace dynamics post-pandemic, it remains crucial for leaders like Debbie Crosbie to advocate for inclusive practices that empower all employees regardless of their chosen work environment. Finding a balance between remote flexibility and tangible workplace presence is key in fostering equal opportunities for professional development among diverse workforce demographics.
Leave feedback about this