Some new data on employment I found notable.
For the first time since the COVID-19 pandemic, more than half of the Fortune 100 companies have mandated a full return to the office, as hybrid work options decline. According to a report by Jones Lang LaSalle Incorporated, 54% of these companies now require employees to work in-office full-time, a significant shift from two years ago when only 5% had fully in-office policies. The report highlights that workers are now required in the office an average of 3.8 days per week, up from 2.6 days in 2023. Notable companies like Starbucks and Amazon have been at the forefront of this trend, emphasizing in-person work as a boost to productivity, especially in the context of increasing competition in artificial intelligence. While office attendance has seen a year-over-year increase of 1.3%, overall office vacancies remain high at over 22%. The disparity between the Fortune 100 and smaller firms suggests a continuing preference for hybrid work among a broader segment of the workforce.
The gender gap in remote work is widening, with more women than men opting to work from home as companies push for return-to-office mandates. According to the U.S. Bureau of Labor Statistics, 36% of employed women worked from home in the past year, compared to 29% of men, highlighting a significant preference among women for remote work options. Surveys indicate that women who work remotely receive less feedback and mentorship compared to their male counterparts. This disparity may further entrench the existing gender divide in leadership roles and career advancement opportunities.
Why do we care?
Fortune 100 companies are pulling people back. Over half now demand full-time office work—up from just 5% two years ago. Amazon, Starbucks, and others say it’s about productivity, but offices are still 22% empty. Smaller firms? They’re sticking with hybrid. My argument is that it’s poor management in larger firms pushing this.
Now layer in this: 36% of women worked remotely last year versus 29% of men. But remote women get less feedback and mentorship. That’s a ticking time bomb for leadership, and misses 50% of the population’s talents.
IT providers are staring at a split market. Big companies want office networks and collaboration tools tuned for density. SMBs still need hybrid enablement. And here’s your edge: help clients close that gender gap with better remote mentoring and engagement tools. That’s not just good tech—it’s good business. The winners here will be those helping clients securely embrace flexibility—offering solutions supporting remote mentoring, employee engagement, and equitable access to career growth tools.