that women are feeling more pressure at work than men are, and one in four women are considering leaving the workforce or downshifting their careers. So, when I read that Citigroup CEO Jane Fraser sent her colleagues clear directives on how to recalibrate from remote work, I took a deep breath, too. With under 60 days in her new role, Fraser addressed what every company should acknowledge – constant Zooming may be a contributor to pandemic burnout.
Going beyond mere sentiments for balance, she provided a clear plan of action, declaring Fridays “Zoom-free,” with employees prohibited from scheduling internal video calls. She also announced a new company-wide holiday, “Citi Reset Day” for May 28, the Friday before Memorial Day. Crucially, Fraser laid out the framework for a more flexible, physical return to the office, with most Citi employees being able to work from home, up to two days per week.
These proactive measures are incredibly important, especially if organizations are to truly foster their female talent. When discussing how to make post-pandemic workplaces work for women, we often hear the term “flexibility” bandied about. Flexibility is key, but it can come with a catch. To delve deeper into this, I reached out to Eve Rodsky, New York Times bestselling Author ofand explained why “lone flexibility” can exacerbate inequalities and further gender divisions in the workplace.
As we begin to move out of the pandemic-imposed way of working, how can the concept of predictable flexibility help bring women back into the workforce?There has been a lot of focus on flexibility, but my concern is that if flexibility is just talked about as a women’s issue, then we are going to end up with two classes of workers. One is penalized for needing that flexibility, and the other can fit into this “ideal” worker structure of the past, i.e.
When you add the word “predictability” to the term flexibility that creates a system. It connotes a culture of integrating work and life as opposed to a one-off benefit to certain employees. Having predictability and flexibility means that there is a culture of boundaries and psychological safety to be “off-the-clock.”
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