Should women reject remote work to advance their careers? Business leaders weigh in

In the era of remote work, a surprising debate has emerged: Should women reject the opportunity to work from home to avoid being overlooked for promotions?

A recent LinkedIn post by ‘Secret Leaders’ reignited this discussion, pointing out that men are more likely to work from the office than women, giving them an edge when it comes to visibility and career advancement. Could this mean that remote work, despite its flexibility, is unintentionally holding women back? Or is it outdated workplace structures that need to change?

We asked three accomplished women business leaders; Yasmin De Giorgio, Dr Claire Cassar, and Dr Marthese Portelli to share their thoughts on this controversial question. Their insights challenge the narrative, shifting the focus from where women work to how workplaces must evolve to ensure true equality.

Workplaces need to adapt, not women

For Yasmin De Giorgio, CEO at Shireburn Software & Founder at Sanya Eco Spa, the premise of the question itself is flawed. She argues that the burden should not fall on women to sacrifice flexibility for career growth. Instead, it is companies that must adapt and create leadership opportunities for all underrepresented groups, including women.

“The data shows that companies with women in leadership perform better. So, let’s ask companies why they are choosing to miss out on this potential by failing to create an environment where women can contribute to their full potential.”

The value of visibility – But not just physical presence

Dr Claire Cassar, Managing Director for D4n6, acknowledges that workplace culture plays a crucial role in career advancement, but she disagrees with the notion that being physically present is the only way to be seen.

“Yes, being seen helps you get noticed, but visibility is not just about physical presence. A job well done, a valuable insight shared, or a strong contribution to a project can also make someone relevant in an organisation, whether they work remotely or not.”

That said, she warns that working remotely too often may lead to missing out on informal office interactions and the “feel and tempo” of the company, which can influence decision-making and career progression.

Systemic change needed – Not just individual choices

For Dr Marthese Portelli, CEO of The Malta Chamber, the discussion around remote work and gender equality cannot be reduced to a simple choice between home and office. She believes career growth should be based on merit, performance, and impact – not just physical presence.

Dr Portelli highlights a critical issue: parental leave policies. In many cases, caregiving responsibilities fall disproportionately on women, making them more likely to choose remote work. She advocates for shared parental leave, ensuring that flexibility benefits all employees equally, rather than reinforcing traditional gender roles.

The gender pay gap is another key factor, emphasises Dr Portelli. According to data from the National Commission for the Promotion of Equality (NCPE), Malta’s gender pay gap stands at 10.2 per cent, with even wider disparities in industries like manufacturing (24.8 per cent) and financial services (24.1 per cent). These inequalities are deeply rooted in outdated workplace structures, not just remote work choices.

Rethinking career progression in the modern workplace

Rather than expecting women to forgo remote work to be “seen,” businesses should be rethinking how they measure success and advancement. This includes:

• Implementing objective performance metrics that evaluate contribution rather than office presence.
• Ensuring equal access to leadership roles, mentorship, and networking opportunities.
• Redefining workplace visibility – valuing impact over physical presence.

Ultimately, all three women business leaders agree that the conversation should not be about whether women should reject remote work – it should be about how workplaces can evolve to foster truly inclusive career advancement.

By shifting the focus from presence to performance, businesses can unlock untapped potential and build stronger, more diverse leadership teams.