February Event: Hybrid Working

Posted by Bryony Hobden

4 March 2026

For our February event, we explored a topic that shapes many of our day-to-day experiences: hybrid working. The aim of the session was to share our thoughts and lived experiences, explore what helps and hinders us, and share tips and tricks with one another on hybrid working.

The discussion was led by committee member Daisy Harley-Nyang, who opened the session with an insightful presentation.

Defining Hybrid Working

We began by clarifying what “hybrid working” means, and the two primary definitions:

1. Flexible Hybrid Working

Employees have flexibility over when and where working happens within agreed boundaries. For example, varying office days week-to-week.

2. Mandated or Fixed Days Hybrid Working

Employees are required to be in the office for a set number of days (e.g., 2–3 days per week or 60% office attendance per month).

What the Data Tells Us

We then explored some key findings from the Office for National Statistics (2024) on hybrid working habits in the UK. Several notable statistics stood out:

Male working parents (41%) are more likely to hybrid work than female working parents (30%).

Workers with higher qualifications are significantly more likely to be hybrid workers.

Hybrid working is more common in sectors such as IT, finance, and professional services, and less common in roles requiring in-person presence, such as hospitality or retail.

These statistics sparked some interesting discussion within the group, particularly regarding the first point: the higher likelihood of male working parents engaging in hybrid work compared with female working parents. This result surprised several of us and we speculated as to why this could be. For example, the higher qualification levels associated with hybrid work may disproportionately favour men, who might be overrepresented in roles requiring higher qualifications. Alternatively, women may be more likely to work in face-to-face sectors such as caring and other public-facing professions where hybrid arrangements are less feasible.

We felt that the statistics would have benefited from further breakdown by gender within occupational categories. Such detail could provide deeper insight into the structural and sector-based factors underpinning gender differences in hybrid working patterns.

Hybrid Working Through a Gender Lens

This then led onto the next part of the presentation where we explored the benefits of hybrid working, particularly for women in STEM and climate science.

Improved retention of women in STEM – Hybrid and remote work have opened pathways and boosted retention for women in science and technical fields.^1,2

Support career progression for women – women reported hybrid working has positively impacted career progression and promotions (enabling online learning and creating inclusive hiring practices)¹.

Greater workforce participation – including increased fulltime employment among women in sectors adopting hybrid work such as finance, IT and professional services^{3, 4.}

Support for caregiving and life transitions – Flexibility can help women (especially parents/carers) remain in the workforce during key life changes.⁵

Our Shared Experiences:

The remainder of the session was spent sharing our own experiences of hybrid working. We opened the floor for individual reflections and practical advice, structuring the discussion around four key themes. A summary of the group’s perspectives for each theme is provided below.

Theme 1: What Works Well for Me

Reduced commuting – Saves time, money, and energy, and many commented how this reduced tiredness and meant time and resources could be redirected to wellbeing activities.

Flexibility – Ability to work during peak productivity times and fit in life admin or exercise.

A personalised work environment – Better control of noise, temperature, and reduced interruptions.

Childcare – Reduced childcare cost and the ability to work around children’s illness or school schedules without having to take full days off work.

Location freedom – Ability to live further from the office or with a partner working in a different city.

Theme 2: What Feels Difficult or Frustrating

Isolation and loneliness, especially on long homeworking stretches.

Meeting challenges – Remote participants can sometimes find it difficult to engage fully. When cameras are off, it can make both training and discussions less interactive and more challenging to facilitate. Several people also noted that some meetings are held in-person only, unintentionally excluding hybrid or remote workers. Finally, the group highlighted that hybrid working reduces opportunities for spontaneous conversations or impromptu meetings

Reduced peer learning/mentoring – Fewer opportunities for ad-hoc mentoring or learning by seeing others in action.

Blurred boundaries – Many people find it difficult to “switch off,” leading to blurred lines between home and work life. Several participants also highlighted that, when working remotely, they sometimes continue working even when unwell, at times when they would not feel well enough to come into the office.

Theme 3: What I Wish People Understood

Caring responsibilities – School runs and other commitments make strict office patterns difficult.

Expanded job access – Hybrid work opens opportunities for those living in rural or remote communities.

Team building still happens – It just requires different approaches.

Family benefits – Being home when children return from school can be invaluable.

Sustainability – Fewer commutes mean lower emissions and contribute to net-zero goals.

Theme 4: Practical Tips for Hybrid Working

Set up buddy systems – Especially helpful for remote staff needing connection and informal support.

Establish clear boundaries – Protect work life balance by having defined “stop” times at home and plan exercise for the evening to mark the end of the workday.

Make the most of in-person days – Arrange lunches, say hello to colleagues, and use office time intentionally.

Reach out when you need to – Use Teams, calls, or informal chats to stay connected and reduce feelings of isolation. Consider creating a dedicated Teams group (or similar space) as a chit-chat space for when working from home.

Engage with other remote colleagues – arrange virtual coworking sessions with other remote colleagues via teams/zoom.

Resources shared:

A few of our members also shared some interesting resources and information on remote working throughout this session. Including:

Some interesting stats on Early Careers hybrid working from ISE’s annual Student Development Survey

A resource developed by the university of Glasgow on hybrid meeting guidance

Final Reflections

This session was incredibly productive and energising. The perspectives shared in conversation, on sticky notes, and through resource sharing highlighted the complexity of hybrid work and the value of discussing it openly. Thank you to everyone who participated, contributed your insights and shared resources.

References:

What Flexibility Built: How Remote Work Opened Doors for Women in STEM — and What’s at Stake as They Close – All Together

The Flexibility Divide: How Global Return-to-Office Mandates Threaten Women’s Progress in STEM – All Together

Hybrid Working | Increase In Women Employment | UK | Research

https://workinmind.org/2023/09/19/hybrid-working-spurs-growth-women-uk-study/

https://www.peoplemanagement.co.uk/article/1909258/majority-women-say-hybrid-work-boosts-career-progression-study-shows

Making Hybrid Inclusive – A Guide for Employers