Return-to-office policies not the solution, says CFO

Discourse throughout Australian organisations implementing return-to-office (RTO) mandates is ramping up as NSW Premier Chris Minns announced that all public servants would be coming back to the office.

“WFH is a luxury.” That was a statement made by Sue Parker, career strategist, communications expert, and owner of DARE Group Australia, in a recent work-from-home (WFH) piece that spoke to the changes implemented by NSW Premier Chris Minns to bring all public servants in the state back into the office.

The WFH or RTO debate continues to be a focal point in workplace discourse, with both sides being passionate about the benefits and limitations of one another.

The debates are often centred on key topics such as workplace culture, productivity, wellbeing, and inclusivity. The productivity argument, however, is often referred to by employers as their main concern, although numerous studies have revealed that there is rarely a drop-off in productivity, and in fact, some employees can be more productive when working from home.

Hybrid working arrangements have somewhat acted as the middle ground, with employees having a 3/2 split, with three days in the office and two days at home. However, with CBDs and small businesses in the working hubs struggling to earn their incomes, RTO could soon be the reality for a number of Australian organisations.

Katrina Huergo, co-founder and chief financial officer at Raisely, expressed her viewpoint on RTOs, highlighting some of the pitfalls it can cause for a variety of employees.

“There is a real and urgent need to liven up our CBDs and bring money into those small businesses, but implementing mandatory in-office policies is not the solution. There are other ways to breathe life back into our cities that don’t impose on employees’ wellbeing, such as live events, immersive experiences, charity runs, volunteer days, the list goes on,” said Huergo.

Huergo directly spoke to the productivity argument and pointed out the findings she’s seen at her own organisation when flexibility is offered to employees.

“The argument for in-office mandates is often tied to productivity – but the two are not always positively correlated,” said Huergo.

“We embrace flexibility at Raisely, which has not only benefited our team but allowed us to grow, both professionally and personally, as we navigate major life milestones like parenthood or cross-country moves. Our remote work policy has been a major driving force of that success, rather than a threat to productivity.

“We’ve found that when people are treated with respect and trust, they respond with dedication and hard work when it’s most needed. This trust and flexibility we’ve established even allowed us to successfully move to a four-day work week.”

Flexibility can be a huge benefit for women workers as well as workers with a disability or underlying health issues that can affect their travel to the office. It can be a godsend for working parents, especially considering the cost-of-living crisis that is affecting Australian families across the country.

“It’s also vital to acknowledge that when it comes to family responsibilities – whether raising children or caring for an ill parent – the burden often falls on women,” said Huergo.

“Working from home allows the flexibility to keep a full-time role while being a caretaker. In-office mandates disproportionately impact women and their ability to see financial gain and professional growth, eroding decades of hard-fought progress.”