Nationwide CEO highlights risks of remote work for women's career advancement

In an interview with BBC Radio 4’s Today programme, Crosbie pointed out that being physically present in the workplace can significantly impact professional growth and the likelihood of receiving leadership opportunities. She referenced evidence suggesting that employees who work from the office are often more visible to decision-makers, which can enhance their chances for promotion.

These comments have gained significance in light of Nationwide’s recent amendment to its working arrangements.

The company shifted from a previously unrestricted “work anywhere” policy—available to 13,000 non-branch employees – to a new hybrid model that mandates most full-time staff to be in the office a minimum of two days per week. This policy change intends to address equity in career opportunities, particularly among genders, as Crosbie noted a concerning trend: men are statistically more likely to frequent the office compared to women.

Crosbie articulated that this discrepancy could hinder women’s access to essential networking, mentoring, and visibility within the organisation – parameters she identifies as vital for career advancement. By encouraging greater office attendance, Nationwide aims to foster an environment where all employees have equitable chances for progression.

In her discussion, Crosbie acknowledged the critical role businesses play in supporting both male and female employees with flexible work arrangements. 

Recognising that parents often face challenges balancing work and family, she stressed the necessity of implementing parental leave, adaptable working hours, and remote capabilities. These measures, she argued, are essential in ensuring that talent is retained and that women can equally advance within corporate structures.

Furthermore, she underscored the significance of mentorship and leadership visibility as pivotal elements of women’s professional development. “Being seen and then seeing other leaders is a really important part of development,” Crosbie stated, reflecting on her own career trajectory and the influence of observing seasoned leaders navigate complex challenges.

Crosbie’s insights gather particular relevance in contemporary discussions surrounding diversity, equality, and inclusion (DE&I) in the workplace. The dynamic between workplace policies, flexible work arrangements, and equitable opportunities forms a core aspect of promoting an inclusive culture, which aligns with broader trends within the credit industry and beyond. 

Such initiatives aim to reduce bias in lending and credit decisions, ensure compliance with equality legislation, and ultimately bolster organisational performance and customer relations.