Sarah Travers, CEO of Workbar, helped pioneer the coworking industry and is considered a thought leader on the future of work.
In 2021, I wrote about how hybrid work could be a game changer for working mothers—and, by extension, the companies that employ them. At the time, we were in the midst of a workplace revolution fueled by the pandemic. Companies were forced to reconsider the rigid structures of traditional office work, and working parents—especially mothers—had a real seat at the table in shaping how and where work got done.
Fast forward to 2025, and the return-to-office debate has finally settled somewhere in the middle. Although, if I hear the phrase “return to the office” one more time, my laptop might just take flight.
Here’s what gets me: So many so-called “workplace experts” act as if they have the one-size-fits-all solution for every company. And yet, the louder they talk, the less they seem to actually understand.
The truth? Some companies have fully embraced hybrid work to help make their workplaces more flexible, inclusive and productive. I see it every day from the companies that use our co-working spaces: They invest in a real, customized strategy to bring their teams together for meaningful work and then trust them to deliver results, measuring impact over hours logged.
Why This Matters More Than Ever
I’ve often said that my life’s mission is to create dynamic workplaces close to where people live, so women never have to choose between their careers and their personal lives if they don’t want to. I believe that mission is taking on new urgency, as women now comprise the majority of the college-educated workforce, including medical schools and about 10% of Fortune 500 CEOs.
With labor shortages persisting, the economic impact is impossible to ignore. Some businesses are responding by rethinking workplace policies, expanding flexibility and investing in child care support to make it easier for more people to stay and thrive in the workforce.
Hybrid and even remote work are no longer seen as temporary, pandemic-era adjustments; they’re a fixture in many industries. I’m relieved that my daughter might not have to make the same difficult choices many women in the generations before her did: stepping away from a career; paying a fortune for child care (in Massachusetts, where my company is based, it costs more than $26,000 per year on average); or wrestling with “mom guilt” for not feeling like either a great employee or a great mom.
But let’s be clear: We’re not done yet. Even though flexible work models have been game changers by allowing many working parents to be there for school drop-offs, attend recitals and integrate work and home life in a way that once seemed impossible, there’s still work to do. Since the pandemic, men have returned to the workforce at a higher rate than women.
The Business Case For Flexibility
Companies that treat hybrid and remote work as strategic advantages—not just an accommodation—can win. Businesses with flexible work models have been found to outperform those that demand full-time office attendance in terms of productivity. Some of the most world’s most well-known companies have adopted flexible work options, including Nvidia, Microsoft, Atlassian, Spotify and so many more. From my perspective, this can allow women, in particular, to stay in the workforce and help reduce the “motherhood penalty” that has historically pushed many out of their careers.
The narrative is shifting. Flexibility is no longer an exception; it’s becoming a core driver of talent retention and business success. And maybe, just maybe, it’s time to retire the term “hybrid work” altogether. At the end of the day, having a purpose-driven day should simply be the way adults manage their time to achieve peak productivity. That’s not hybrid work—that’s just work.
The Pitfalls: Return-to-Office Mandates And Persistent Bias
Not all companies have embraced hybrid and remote work in a meaningful way. Over the past year, we’ve seen high-profile employers enforce return-to-office mandates. Some assume that employees working from home are less committed.
For working caregivers, the shift back to the office can be particularly jarring. While many have proven they can be just as productive, if not more so while working remotely, some leaders still equate “face time” with engagement and effectiveness. This outdated mindset can put workers in a difficult position: Return to a rigid office schedule that disrupts the balance they’ve worked hard to create or risk being overlooked for promotions and career advancement.
A bias against flexible work can be a major hurdle as well, particularly for fully remote workers. Studies have shown that remote workers are promoted at lower rates than their in-office peers.
What’s Next: A Call For Smarter Strategies
So, where do we go from here? For hybrid and remote work options to truly benefit working mothers (and all employees), companies need to move beyond surface-level policies and actively dismantle biases that punish flexibility. Here’s what leaders should focus on:
1. Shift from attendance-based metrics to outcome-based performance. Companies should measure success by the results employees deliver, not by how often they’re seen in the office.
2. Ensure promotions and leadership pathways are equitable. Track data to ensure remote and hybrid workers are given the same growth opportunities as their in-office counterparts.
3. Encourage inclusivity. Leaders should be trained on how to manage and support hybrid and remote teams effectively so that proximity bias doesn’t create unintended disadvantages.
4. Expand workspaces beyond traditional offices. Companies can support and encourage employees to develop their own at-home office spaces or use alternative workspaces, like co-working spaces, that offer structure without long commutes.
Final Thoughts: Hybrid Work At A Crossroads
We’ve come a long way since 2021, but we’re at a critical turning point. Companies that double down on flexibility can position themselves to attract and retain top talent. The future of work isn’t about choosing between remote or in-office; it’s about building work environments that actually work for everyone.
After all, when working mothers thrive, so do companies. Let’s not forget that.
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