Flexible work empowers women and strengthens business performance, study finds

A paradigm shift is occurring within the modern workforce as organisations increasingly recognise that professional autonomy is not merely a benefit, but a critical driver of commercial performance. New research from International Workplace Group (IWG) reveals that when organisations provide women with access to professional workspaces closer to home, they gain significant improvements in collaboration, networking, and overall productivity, effectively bringing the #GiveToGain philosophy to life.

The research, which surveyed more than 2,000 female employees, suggests that hybrid and flexible working models are significantly accelerating career paths. Two-thirds of female employees reported that hybrid working has positively impacted their career trajectory, a sentiment that resonates even more strongly among younger generations, at 79% among millennials and 76% among Gen Z. By granting women greater autonomy over their work environment, organisations are fostering a workforce empowered to perform at its full potential.

Critically, the research dispels the myth that remote or hybrid work stifles professional development. On the contrary, 66% of respondents noted that flexible arrangements have improved their ability to share knowledge and skills with other women. Furthermore, 62% of women reported finding more opportunities to learn from those in leadership positions when working in a hybrid capacity. This environment of digital and physical flexibility appears to propel both productivity and career momentum forward, with IWG research indicating that such models can boost overall productivity by up to 12%.

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In the current talent landscape, flexibility has become a non-negotiable requirement for female professionals. Eight in 10 women indicated they would be unlikely to accept a job offer that does not include hybrid working policies. This shift is also a boon for retention; 73% of working women are more likely to remain with an organisation that allows them to reduce commuting time, and 64% stated that hybrid work enabled them to stay in the workforce when caretaking responsibilities might otherwise have forced an exit.

This global trend is particularly visible in Singapore, where the Ministry of Manpower highlights a rise in organisations offering flexible work arrangements from 68.1% in 2023 to 72.7% in 2024. This evolution is supported by national policy, including the Tripartite Guidelines on Flexible Work Arrangement Requests which took effect in late 2024. These initiatives, alongside programmes like “C U Back at Work,” reflect a broader push to maintain female workforce participation by balancing professional goals with personal responsibilities.

Ultimately, the findings suggest a “beneficial circle” where empowered employees deliver higher levels of innovation and loyalty. As Fatima Koning, CCO of IWG, noted, flexibility is no longer optional but fundamental to unlocking talent. By reducing the “drag” of long daily commutes—which 61% of women say saps their energy—organisations are not just supporting their employees; they are securing a measurable competitive advantage.