As Gender Equality Week approaches, we’re reminded of the importance of creating workplaces that are truly inclusive, equitable and responsive to the needs of all our members.
Treasury Board’s decision to enforce a three-day in office mandate raises concerns, particularly for women and workers from diverse equity-seeking backgrounds who often bear a disproportionate share of caregiving responsibilities and face additional barriers in the workplace.
Recognizing diverse needs in a diverse workforce
Canada’s public service is made up of individuals with unique needs, responsibilities, and challenges. A one-size-fits-all approach to work fails to account for this diversity. While all workers deserve flexibility, the mandate to return to the office three days a week impacts some groups more than others, especially women and those from equity-deserving communities. Many women rely on remote work to balance professional duties with caregiving, family care, and other responsibilities. Without this flexibility, their ability to fully participate in the workforce may be hindered.
Yet, the benefits of remote work are not limited to one group. Workers from all backgrounds have seen improvements in work-life balance, productivity, and wellbeing through remote work. It has also allowed for greater participation in the workforce for people living in rural areas, individuals with disabilities and those facing financial challenges related to commuting. Everyone stands to lose from the rigid return to office directive.
A missed opportunity for inclusive policymaking
The decision to enforce the return-to-office mandate without consulting workers or unions is not just a logistical issue – it undermines the principle of inclusion that Gender Equality Week seeks to promote. This is especially problematic given that remote work agreements were on the table during the last round of bargaining. The lack of dialogue violates collective bargaining rights and ignores the diverse needs of our members.
Furthermore, no data has been presented to justify this mandate. The evidence overwhelmingly shows that remote work boosts productivity, reduce absenteeism and enhance morale. It’s clear that this decision does not reflect what is best for the workers or the services they provide to Canadians.
Treasury Board must listen to the voices of workers and unions who are advocating for a future of work that benefits everyone.
Let’s use this opportunity to push for policies that support all workers, ensuring that our workplaces reflect the diverse needs of those they employ.
The equity impact on women and equity-deserving groups
For women, particularly those from diverse backgrounds, the return to office mandate presents significant challenges. Childcare, eldercare, and household responsibilities still disproportionately fall on women and remote work has been a crucial tool in allowing them to balance these roles. For equity-deserving groups including racialized women, women with disabilities and 2SLGBTQIA+ workers, the impact is even more pronounced, as they often face additional barriers, harassment and discrimination in traditional office environments.
Inclusion means flexibility for all workers
Gender equity is not just about women. It’s about creating work environments where everyone, regardless of gender, race, ability, or background can thrive. The flexibility of remote work is a key part of fostering this environment and its benefits extend across the board. From reducing financial strain in the face of rising costs to providing a safer, healthier workplace, remote work has proven to be a more equitable option for all.
Aligning policies with principles
As we celebrate Gender Equality Week, we call on the Treasury Board to align its actions with the values of inclusion and fairness. Flexibility in the workplace is not a luxury. It’s a fundamental aspect of creating a truly equitable and inclusive workforce. If the government is committed to gender equity and creating a workplace for everyone, especially those most impacted by systemic barriers, remote work is the path forward.
#RemoteWorks
Take action:
- Email your department to let them know how you feel.
- Participate in our #RemoteWorks photo contest for your chance to win $500.
- Speak Up: Telework that Works for Workers
In Sisterhood and Solidarity,
Dans la fraternité et la solidarité,
Lynda MacLellan
CEIU National Vice President for Women, West
VPN SEIC à la condition féminine – Région de l’Ouest
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