The Return to Office Mandate: A Step Backward for Progress?

One Thursday in November 2023, our CEO dropped the bombshell: mandatory return to the office.

What followed was a wave of shock, disappointment, and questions. Virtual camaraderie and thriving work-from-home routines were suddenly under threat. Tears filled my eyes as I messaged my husband and brewed another pot of coffee. Could this be reversed? A quick Google search gave me the harsh truth: “No.”

Seven years ago, I joined the pioneering remote workforce as our office downsized. What started as an experiment became a lifeline when the pandemic struck. Our seamless shift to remote work kept the company afloat and thriving while others faltered.

We proved remote work works. Productivity soared, employee satisfaction grew, and the company saved millions in overhead costs. Yet, despite these gains, here I am preparing to pack up my home office and return to an environment I left behind for good reason.

The decision to mandate in-office work hits hardest for employees who embraced and optimized remote work. For me, the loss goes beyond flexible schedules and saved commute time.

Family Responsibilities: Remote work allowed me to care for my elderly parent while meeting work demands. Returning to the office jeopardizes this balance.

Mental Health: The toxic office culture I escaped—marked by sexism, ageism, and discrimination—isn’t something I look forward to revisiting.

While CEOs tout “community” and “collaboration,” the reality is different for those of us who never felt welcomed into that “community.” Remote work shielded many from microaggressions, exclusion, and bias

It’s the employees who kept the wheels turning during crises that stand to lose the most:

Working Parents: Juggling remote work with homeschooling during the pandemic wasn’t easy, but they persevered.

Older Workers: Loyalty and decades of experience often feel undervalued compared to flashy new hires.

Marginalized Groups: Women, LGBTQ+ employees, and people of color—who found refuge from workplace biases—may face heightened anxiety about returning.

For companies claiming a return to the office boosts productivity, the data suggests otherwise:

A Stanford study of 16,000 workers found remote work increased productivity by 13%.

Remote setups reduce workplace distractions, saving businesses $600 billion annually.

Attrition and absenteeism drop significantly in remote roles.

Sexual harassment and discrimination complaints decrease in remote environments.

The numbers don’t lie: the benefits of remote work extend far beyond individual preferences.

On April 1, 2024, I’ll return to my cubicle, eat the free pizza, and carry on as before. But I’ll do so knowing we didn’t fail at remote work—leadership failed to trust the very employees who ensured their success.

As we navigate this shift, it’s crucial to question: Is the need for control worth sacrificing progress? Employers who value innovation and inclusivity must consider whether clinging to old norms serves their future.