The last few years since the COVID shutdown have proven that flexible work arrangements aren’t just a perk—they’re a necessity for many employees, especially mothers. As companies push return-to-office (RTO) mandates and roll back diversity, equity, and inclusion (DEI) initiatives, the unintended consequences are becoming clear: moms are struggling more than ever to balance their professional and personal responsibilities. The ripple effects of these policies not only impact individual women and their families but also hinder business success in the long run.
The Personal To-Do List Just Got Harder
Moms in the paid workforce don’t just manage their careers—they manage households. From school drop-offs to doctor’s appointments to meal planning, their personal to-do lists are often as demanding as their professional ones. Remote work offered a lifeline, reducing commute times and allowing moms to integrate their work and family responsibilities more seamlessly.
Now with RTO mandates forcing many employees back into offices, that balance is being disrupted. Commutes that had been eliminated are now back in the mix, adding hours of lost time each week. The flexibility to take a quick break to switch the laundry or prepare dinner is gone. Instead, moms are again forced to squeeze all their household responsibilities into early mornings, late nights and weekends—lessening any downtime and fueling exhaustion and burnout.
Burnout Is Already High, and It’s Getting Worse
Studies consistently show that moms experience some of the highest levels of burnout, both in the workforce and at home - even when they have the ability to work from home. The demands of caregiving, combined with the expectations of always being available for work, create an unsustainable situation. Now with RTO mandates reducing flexibility, and DEI program cuts limiting career opportunities, the message is clear: you’re on your own.
Without meaningful support, many women are faced with a tough decision—stay in a workforce that isn’t structured for their success or step away entirely. This contributes to the already significant number of moms leaving the workforce, further exacerbating gender disparities in leadership and representation.
Women of Color Face Even Greater Challenges
For women of color, the impact of these policies is even more severe. Research shows that women of color already face higher rates of workplace discrimination, pay inequities, and fewer opportunities for advancement compared to their white counterparts. DEI programs have been critical in addressing these disparities, providing mentorship and sponsorship opportunities that help women of color navigate corporate structures that were not designed with them in mind.
The rollback of DEI initiatives means that women of color lose essential support systems, making it even harder for them to stay and advance in the workplace. Without these programs, the intersection of gender and racial biases creates even steeper barriers, leading to higher burnout and attrition rates.
Additionally, the effects of RTO mandates disproportionately impact women of color, who are more likely to have caregiving responsibilities for extended family members, face longer commute times due to economic disparities, and experience microaggressions in predominantly white office environments. These factors compound the challenges working moms already face, making it even more difficult for women of color to thrive in the workplace.
The Unequal Burden at Home Persists
Even as fathers take on more household responsibilities than in previous generations, studies show that women continue to bear an unequal share of domestic labor—regardless of their income, and even when they are the primary earners in their households when they are in heterosexual relationships.
Research highlights that moms who work outside the home still spend significantly more time than their male partners on caregiving, household chores, and mental load management. This persistent imbalance exacerbates stress and burnout, making it even more critical for companies to implement policies that support flexibility and work-life balance.
DEI Rollbacks: A Confidence Killer for Career Growth
DEI programs have played a crucial role in ensuring women—especially mothers—feel seen, heard, and valued in the workplace. They’ve helped create mentorship opportunities, sponsorship programs, and leadership pathways that encourage women to aspire to higher roles and see that it can be done. When companies cut these programs, they’re sending another message: advancement is no longer a priority for underrepresented groups.
For working moms, this is particularly damaging. The confidence that they have a future at their company, the belief that their career growth is being nurtured, and the reassurance that their unique challenges are acknowledged—these are all critical to retention. When those pillars are removed, many women either stall out in their careers or opt out of the workforce entirely.
The Business Case for Supporting Working Moms
While companies may justify RTO mandates and DEI rollbacks as cost-saving measures, the data tells a different story.
Research shows that businesses with more diverse workforces—especially in decision-making leadership roles on executive teams and boards —experience faster growth, better margins, and higher employee morale and retention. Organizations that prioritize flexibility and inclusivity see increased innovation and engagement from their teams.
If businesses truly want to thrive, they need to rethink these policy shifts for the long-term. Investing in flexible work arrangements and maintaining strong DEI initiatives isn’t just about doing the right thing—it’s about making a smart business decision. Supporting working moms means supporting the very people who keep companies running smoothly both inside and outside the office.
The Path Forward
Instead of forcing a one-size-fits-all approach to RTO and cutting DEI programs, companies should consider:
- Offer Hybrid Work Options: Give employees the flexibility and autonomy to manage their work and personal responsibilities without unnecessary boundaries.
- Maintain and Strengthen DEI Initiatives: Ensure that leadership pathways remain open specifically to provide opportunites for women and other underrepresented groups.
- Provide Family-Friendly Policies and Benefits: Expand childcare support, parental leave, and benefits that help working parents thrive like access to coaching through Josie, support with aging parents through NaborForce, and family assistant support through Sherah.
Companies that embrace these strategies won’t just retain top talent—they’ll create an environment where employees feel valued, supported, and empowered to succeed. Working moms are an essential part of the workforce, and it’s time for businesses to recognize that their success is directly tied to the success of the company itself.
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