How to Design Inclusive Return to Office Policies in Canada
Does return to office impact everyone equally?
Our global survey, From Hybrid to HQ: The Impact of Return to Office in Financial Services Worldwide, found that 21% of employees think minorities and women feel less supported by return to office mandates.
Delving further into the reality for employees, our report notes that women are more likely to carry caregiving responsibilities (52% versus 46% for men). As a result, strict in-office requirements can affect them more negatively than men, with higher levels of stress and burnout reported as a result.
To explore the dynamics in the Canadian job market and discuss how inclusive return to office policies can positively impact both hiring and retention, we spoke to Tara Lordan, Senior Consultant, Morgan McKinley Canada.
Here are some of the key insights from our conversation on the risks of not building inclusive return to office policies and how organisations can better design their policies:
Why are Inclusive Return to Office Policies So Crucial in the Canadian Market?
1. They Increase Access to Talent Pools
“Flexibility is now one of the biggest factors candidates in Canada consider, especially in competitive fields like tech, finance, and corporate roles”, Tara shares.
Our global report reinforces her point, noting 54% of employees worldwide report an increased desire to leave due to strict in-office policies.
Tara also notes that companies that offer real flexibility can tap into a much wider talent pool, not just geographically but also in terms of experience and diversity:
“Stricter in-office policies can quickly shrink the candidate pool, particularly for strong talent who often have multiple options”, she adds.
2. They Reduce the Risk of Losing Strong Talent
When RTO policies are designed without inclusion in mind, Tara notes that organisations are at risk of losing access to some of the strongest talent segments.
“There are segments of people who need flexibility built into how they work”, Tara shares. “That includes caregivers, more experienced professionals, and anyone living outside major urban hubs.”
There is also the impact of how the company is perceived in the Canadian market if policies feel outdated or overly rigid, she notes.
3. They Increase Career Opportunities
When RTO policies unintentionally disadvantage caregivers, women, or other underrepresented groups, it often results in reduced visibility and fewer opportunities for progression.
“People who can’t be in the office as often may miss out on informal networks and key conversations”, Tara explains. Though that may seem less significant in the moment, Tara shares how, over time, that can lead to slower career growth or higher attrition, even if the intention behind the policy is neutral.
How Can Canadian Employers Design Better Return to Office Policies?
1. Consider The Nature of Work
To balance the need for in-person collaboration with the reality that not all roles, teams, or life circumstances are the same, Tara’s advice to organisations is to be intentional rather than rigid.
“Some work benefits from being together in person, like onboarding or collaboration-heavy projects, but a lot of work doesn’t need that”, she explains.
According to her, the best approach is flexibility by default, with clear moments where being in person actually adds value.
2. Measure Outcomes, Not Proximity
Tara says that one of the biggest mistakes she sees employers make is equating office attendance with productivity and assuming that their visibility equals their output.
While office presence can increase collaboration in some contexts, it doesn’t necessarily correlate with performance, she notes.
“Strong performers can be highly productive remotely, and conversely, office attendance can sometimes mask inefficiency”, Tara adds.
Our global report confirms her point. Only 20% of employees reported increased productivity as a benefit associated with working in-office. And 51% reported lower levels of productivity while working in the office.
3. Get Support From Recruitment Experts
When asked if recruitment teams can help leaders design RTO policies that support both business goals and workforce diversity, Tara shares some practical insights.
“Recruiters are on the front line with candidates every day, so they hear directly what’s working and what isn’t. That puts them in a strong position to flag when RTO policies are turning people away or impacting certain talent groups more than others,” she explains.
Working with recruitment experts can help leadership see the real-time impact of these decisions before it causes hiring problems.
4. Keep Employee Satisfaction a Priority
For businesses with stricter in-office policies, Tara suggests making employee satisfaction a priority.
“If you’re tightening up on in-office time, you have to give something back. That might be better benefits, commuting support, or more structured flexibility elsewhere in the week”, Tara shares. “Otherwise, it can quickly feel like a one-sided trade-off, which impacts engagement and retention”, she adds.
With 60% of employees in our latest report citing the need for higher pay to cover commuting costs, Tara’s advice is that it’s important to maintain your employee satisfaction.
“A thoughtful RTO policy really signals trust and modern leadership. It tells candidates the business cares more about results than presenteeism, and that they recognise flexibility and inclusion are part of how you attract and keep strong talent,” Tara adds in conclusion.
Want to learn what employees really think about office mandates? Download our new report – or speak to one of our consultants about your hiring.
