Is Compulsory \"Return to Office\" Just a Quiet Way of Shedding Women?
When "Neutral" Policies Target Women Leaders
Yesterday my blood boiled when I heard from a senior pharmaceutical leader.
Her company is mandating return to office for all employees.
"It's not personal," they said.
She negotiated remote work years ago when her daughters were little, before Covid.
It's in her contract.
Now she's being forced to drive 3.5 hours daily to take video calls.
Her clients and team are also all working remotely.
But she'll be sitting in an empty office.
Unfortunately for her on this occasion, she lives just within the 50 mile radius that would have excluded her from this 'ruling'.
We love your work but there's no room for manoeuvre, they said.
The Real Cost of Return to Office Mandates
Her daughters still need her—school pick-ups, being present.
The new mandate means giving up time to cook dinner, the one thing that keeps her sane.
What's next? Finding a new job.
She'll be taking 15 years of pharmaceutical industry expertise with her.
The Pattern Behind RTO Rules
Here's the pattern I'm seeing and I wonder if you are seeing the same?
These policies disproportionately impact women with caregiving responsibilities.
Experienced leaders who negotiated flexibility years ago—often taking pay cuts to get it.
Companies call it "neutral policy."
But supposedly neutral policies applied to unequal circumstances create discriminatory outcomes.
Coaching Senior Women Through Career Decisions
Through our coaching sessions, we're exploring:
Is there a way to stay that doesn't sacrifice her health and family?
What would leaving allow for you?
Or is leaving the strategic choice?
Either answer is valid.
What matters is the decision belongs to her—not forced by broken promises.
Ready to Reframe Your Challenges?
Email me at suzanne@doylemorris.com for a complimentary chemistry call.
We'll explore your biggest challenges and whether a 12-month coaching partnership makes sense for you.
Or download the 'Women in Tech Promotion Playbook: 5 Strategic Steps to Advance Your Career without Burning Out'.
Most of my clients are employer-funded.
Yes, your company will likely pay for this, and we can talk through how to increase the likelihood that will happen for you.
Alternatively, I also have payment plans if you are investing in yourself.
Learn more about what Executive Coaching with Dr. Doyle-Morris could do for you.
Welcome to my Blog
I'm Dr Suzanne Doyle‑Morris and I support professional women working in STEM.
Whether you’re seeking your next promotion, aiming for leadership, or simply looking to make your mark, this blog is created for you.
It's written for the ambitious woman in STEM ready to advance and succeed on her own terms.
Blog Categories
FREE GUIDE
The Women in Tech Promotion Playbook
Your roadmap to advancement with balance.
The Women in Tech Promotion Playbook is a practical, evidence-based guide.
It's designed solely for ambitious women in STEM who want to advance their careers without burning out.
Drawing on over 25 years of coaching, research and consultancy, I outline five strategic steps that help women move from being overworked and under-recognised to confident, visible leaders.
Latest on the blog
The Women in Tech Promotion Playbook
Your roadmap to advancement with balance
The Women in Tech Promotion Playbook is a practical, evidence-based guide designed for ambitious women in STEM who want to advance their careers without burning out. Drawing on over 25 years of coaching and research, I outline five strategic steps that help women move from being overworked and under recognised to confident, visible leaders.
