{"id":2775,"date":"2026-03-04T11:25:32","date_gmt":"2026-03-04T11:25:32","guid":{"rendered":"https:\/\/sites.exeter.ac.uk\/womeninclimate\/?p=2775"},"modified":"2026-03-04T11:25:33","modified_gmt":"2026-03-04T11:25:33","slug":"february-event-hybrid-working","status":"publish","type":"post","link":"https:\/\/sites.exeter.ac.uk\/womeninclimate\/2026\/03\/04\/february-event-hybrid-working\/","title":{"rendered":"February Event: Hybrid Working"},"content":{"rendered":"\n<p>For our February event, we explored a topic that shapes many of our&nbsp;day-to-day&nbsp;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.&nbsp;<\/p>\n\n\n\n<p>The discussion was led by committee member Daisy&nbsp;Harley-Nyang, who opened the session with an insightful presentation.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Defining Hybrid Working\u00a0<\/strong><\/p>\n\n\n\n<p>We began by clarifying what \u201chybrid working\u201d means, and the two primary definitions:&nbsp;<\/p>\n\n\n\n<p><strong>1. Flexible Hybrid Working<\/strong>&nbsp;<\/p>\n\n\n\n<p>Employees have flexibility over when and where working happens within agreed boundaries. For example, varying office days week-to-week.&nbsp;<\/p>\n\n\n\n<p><strong>2. Mandated or Fixed&nbsp;Days Hybrid Working<\/strong>&nbsp;<\/p>\n\n\n\n<p>Employees&nbsp;are required to&nbsp;be in the office for a set number of days (e.g.,&nbsp;<em>2\u20133 days per week<\/em>&nbsp;or&nbsp;<em>60% office attendance per month<\/em>).&nbsp;<\/p>\n\n\n\n<p><strong>What the Data Tells Us\u00a0<\/strong><\/p>\n\n\n\n<p>We then explored some key findings from the&nbsp;<a href=\"https:\/\/www.ons.gov.uk\/employmentandlabourmarket\/peopleinwork\/employmentandemployeetypes\/articles\/whoarethehybridworkers\/2024-11-11\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Office for National Statistics (2024<\/strong><\/a><strong>)<\/strong>&nbsp;on hybrid working habits in the UK.&nbsp;Several notable statistics stood out:&nbsp;<\/p>\n\n\n\n<ul>\n<li><strong>Male working parents (41%)<\/strong>\u00a0are more likely to hybrid work than\u00a0<strong>female working parents (30%)<\/strong>.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Workers with higher qualifications<\/strong>\u00a0are significantly more likely to be hybrid workers.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>Hybrid working is more common in sectors such as\u00a0<strong>IT, finance, and professional services<\/strong>, and less common in roles requiring\u00a0in-person\u00a0presence, such as hospitality or retail.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>These&nbsp;statistics&nbsp;sparked&nbsp;some interesting&nbsp;discussion within the group, particularly&nbsp;regarding&nbsp;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&nbsp;we&nbsp;speculated&nbsp;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&nbsp;higher&nbsp;qualifications. Alternatively, women may be more likely to work in&nbsp;face-to-face&nbsp;sectors&nbsp;such as caring and other public-facing professions&nbsp;where hybrid arrangements are less&nbsp;feasible.&nbsp;<\/p>\n\n\n\n<p>We felt that the statistics would have&nbsp;benefited&nbsp;from further breakdown by gender within occupational categories. Such detail could&nbsp;provide&nbsp;deeper insight into the structural and&nbsp;sector-based&nbsp;factors underpinning gender differences in hybrid working patterns.&nbsp;<\/p>\n\n\n\n<p><strong>Hybrid Working Through a Gender Lens\u00a0<\/strong><\/p>\n\n\n\n<p>This then led onto the next part of the presentation&nbsp;where&nbsp;we explored the benefits of hybrid working, particularly for women in STEM and climate science.&nbsp;<\/p>\n\n\n\n<ul>\n<li><strong>Improved retention of women in STEM<\/strong>\u00a0\u2013 Hybrid and remote work have opened pathways and boosted retention for women in science and technical fields.<sup>1,2<\/sup>\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Support career progression for women\u00a0<\/strong>\u2013 women\u00a0reported\u00a0hybrid\u00a0working has positively\u00a0impacted\u00a0career progression and promotions (enabling online learning and creating inclusive hiring practices)<sup>1<\/sup>.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Greater workforce participation<\/strong>\u00a0\u2013 including increased fulltime employment among women in sectors adopting hybrid work such as finance, IT and professional services<sup>3, 4.<\/sup>\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Support for caregiving and life transitions<\/strong>\u00a0\u2013 Flexibility can help women (especially parents\/carers) remain in the workforce during key life changes.<sup>5<\/sup>\u00a0<\/li>\n<\/ul>\n\n\n\n<p><strong>Our Shared Experiences:\u00a0\u00a0<\/strong><\/p>\n\n\n\n<p>The&nbsp;remainder&nbsp;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\u2019s perspectives for each theme is provided below.&nbsp;<\/p>\n\n\n\n<p><strong>Theme 1: What Works Well for Me<\/strong>&nbsp;<\/p>\n\n\n\n<ul>\n<li><strong>Reduced commuting<\/strong>\u00a0\u2013 Saves time, money, and energy, and many commented how this reduced tiredness and meant time and resources could be redirected to wellbeing activities.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Flexibility<\/strong>\u00a0\u2013 Ability to work during peak productivity times and fit in life admin or exercise.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>A personalised work environment<\/strong>\u00a0\u2013 Better control of noise, temperature, and\u00a0reduced interruptions.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Childcare\u00a0<\/strong>\u2013 Reduced childcare cost\u00a0and the ability to work around children&#8217;s illness or school schedules without having to take full days off work.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Location freedom<\/strong>\u00a0\u2013 Ability to live further from the office or with a partner working in a different city.\u00a0<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<p><strong>Theme 2: What Feels Difficult or Frustrating<\/strong>\u00a0<\/p>\n\n\n\n<ul>\n<li><strong>Isolation and loneliness<\/strong>, especially on long homeworking stretches.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Meeting challenges<\/strong>\u00a0\u2013 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\u00a0facilitate. Several people also noted that some meetings are held\u00a0in-person\u00a0only, unintentionally excluding hybrid or remote workers. Finally, the group highlighted that hybrid working reduces opportunities for spontaneous conversations or impromptu meetings\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Reduced peer\u00a0learning\/mentoring<\/strong>\u00a0\u2013 Fewer opportunities for\u00a0ad-hoc\u00a0mentoring or learning by seeing others in action.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Blurred boundaries<\/strong>\u00a0\u2013 Many people find it difficult to \u201cswitch off,\u201d leading to blurred lines between home and work life. Several participants also highlighted that, when working remotely, they sometimes continue working even when unwell,\u00a0at times when they would not feel well enough to come into the office.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p><strong>Theme 3: What I Wish People Understood<\/strong>&nbsp;<\/p>\n\n\n\n<ul>\n<li><strong>Caring responsibilities<\/strong>\u00a0\u2013 School runs and other commitments make strict office patterns difficult.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Expanded job access<\/strong>\u00a0\u2013 Hybrid work opens opportunities for those living in rural or remote communities.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Team building still happens<\/strong>\u00a0\u2013 It just\u00a0requires\u00a0different approaches.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Family benefits<\/strong>\u00a0\u2013 Being home when children return from school can be invaluable.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Sustainability<\/strong>\u00a0\u2013 Fewer commutes mean lower emissions and contribute to\u00a0net-zero\u00a0goals.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p><strong>Theme 4: Practical Tips for Hybrid Working<\/strong>&nbsp;<\/p>\n\n\n\n<ul>\n<li><strong>Set up buddy systems<\/strong>\u00a0\u2013 Especially helpful for remote staff needing connection and informal support.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Establish clear boundaries<\/strong>\u00a0\u2013 Protect work\u00a0life balance by having defined \u201cstop\u201d times at home\u00a0and\u00a0plan exercise\u00a0for the evening to mark the end of the\u00a0workday.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Make the most of\u00a0in-person\u00a0days<\/strong>\u00a0\u2013 Arrange lunches, say hello to colleagues, and use office time intentionally.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Reach out when you need to<\/strong>\u00a0\u2013<s>\u00a0<\/s>\u00a0Use Teams, calls, or informal chats to stay connected and reduce feelings of isolation. Consider creating a dedicated Teams group (or similar space)\u00a0as a chit-chat space for when working from home.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li><strong>Engage with other remote colleagues<\/strong>\u00a0\u2013 arrange virtual coworking sessions with other remote\u00a0colleagues\u00a0via teams\/zoom.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p><strong>Resources shared:&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<p>A few of our members also shared some interesting resources and information on remote working throughout this&nbsp;session. Including:&nbsp;&nbsp;<\/p>\n\n\n\n<ul>\n<li>Some interesting stats on Early Careers hybrid working from ISE&#8217;s annual\u202f<a href=\"https:\/\/ise.org.uk\/knowledge\/research\" target=\"_blank\" rel=\"noreferrer noopener\">Student Development Survey<\/a>\u00a0<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>A resource developed by the university of Glasgow on\u00a0<a href=\"https:\/\/engage.hscni.net\/site\/wp-content\/uploads\/2023\/05\/Hybrid-Meeting-Guide.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">hybrid meeting guidance<\/a>\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p><strong>Final Reflections\u00a0<\/strong><\/p>\n\n\n\n<p>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&nbsp;participated, contributed your&nbsp;insights&nbsp;and shared resources.&nbsp;&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p><strong>References:\u00a0\u00a0<\/strong><\/p>\n\n\n\n<ol start=\"1\">\n<li><a href=\"https:\/\/alltogether.swe.org\/2025\/11\/what-flexibility-built-how-remote-work-opened-doors-for-women-in-stem-and-whats-at-stake-as-they-close\/\" target=\"_blank\" rel=\"noreferrer noopener\">What Flexibility Built: How Remote Work Opened Doors for Women in STEM \u2014 and What\u2019s at Stake as They Close \u2013 All Together<\/a>\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\">\n<li><a href=\"https:\/\/alltogether.swe.org\/2025\/12\/the-flexibility-divide-how-global-return-to-office-mandates-threaten-womens-progress-in-stem\/?_hsmi=393434939\" target=\"_blank\" rel=\"noreferrer noopener\">The Flexibility Divide: How Global Return-to-Office Mandates Threaten Women\u2019s Progress in STEM\u00a0\u2013\u00a0All Together<\/a>\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\">\n<li><a href=\"https:\/\/workinmind.org\/2023\/09\/19\/hybrid-working-spurs-growth-women-uk-study\/\" target=\"_blank\" rel=\"noreferrer noopener\">Hybrid Working | Increase In Women Employment | UK | Research<\/a>\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\">\n<li><a href=\"https:\/\/workinmind.org\/2023\/09\/19\/hybrid-working-spurs-growth-women-uk-study\/\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/workinmind.org\/2023\/09\/19\/hybrid-working-spurs-growth-women-uk-study\/<\/a>\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\">\n<li><a href=\"https:\/\/www.peoplemanagement.co.uk\/article\/1909258\/majority-women-say-hybrid-work-boosts-career-progression-study-shows\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.peoplemanagement.co.uk\/article\/1909258\/majority-women-say-hybrid-work-boosts-career-progression-study-shows<\/a>\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\">\n<li><a href=\"https:\/\/www.managers.org.uk\/wp-content\/uploads\/2021\/10\/wf-cmi-making-hybrid-inclusive-employer-guide.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Making Hybrid Inclusive\u00a0\u2013\u00a0A Guide for Employers<\/a>\u00a0<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>For our February event, we explored a topic that shapes many of our&nbsp;day-to-day&nbsp;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.&nbsp; The discussion was led by committee member Daisy&nbsp;Harley-Nyang, who opened [&hellip;]<\/p>\n","protected":false},"author":1853,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>February Event: Hybrid Working - Women in Climate (WiC) network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sites.exeter.ac.uk\/womeninclimate\/2026\/03\/04\/february-event-hybrid-working\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"February Event: Hybrid Working - Women in Climate (WiC) network\" \/>\n<meta property=\"og:description\" content=\"For our February event, we explored a topic that shapes many of our&nbsp;day-to-day&nbsp;experiences: hybrid working. 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