The modern workplace looks progressive on the surface - but dig deeper, and many of its foundations still reflect a time when men were the default worker. From rigid schedules to linear career paths and unwritten expectations of constant availability, office norms continue to prioritise the traditional male career model.

For women, and especially for mothers, caregivers, and anyone with non-traditional work trajectories. This means climbing a ladder that wasn’t built for them.

The Legacy of the Linear Career

Traditional office structures are built on assumptions of uninterrupted, full-time employment - a model historically shaped by men with stay-at-home partners. This design leaves little room for the career pauses or flexible schedules often necessary for caregivers.

A study by Harvard Business Review found that 43% of highly qualified women with children voluntarily left the workforce or reduced their hours at some point in their careers due to inflexible work environments (HBR).

Even today:

• Only 15% of organisations offer flexible scheduling as a standard option (McKinsey & LeanIn.org).
• 49% of women leaders say flexibility is one of the top three things they consider when deciding whether to join or stay with a company, compared to 34% of men leaders (McKinsey).

These rigid structures punish women for deviating from a "norm" that was never inclusive to begin with.

Unseen Bias in Performance & Promotion

Even when women stay the course, outdated expectations around leadership and professionalism often work against them. Assertiveness in men is seen as leadership. In women, it’s seen as abrasiveness.

In one study, when performance reviews were analysed:

• 71% of women received negative feedback on their communication style, compared to only 2% of men (World Economic Forum).
• Women hold 48% of entry-level roles but only 29% of C-suite positions (McKinsey & LeanIn.org).

Bias isn't just interpersonal - it’s embedded in the systems that evaluate and reward talent.

Who Gets to Advance, and Who Gets Left Behind?

Workplace "success" is still coded in traditionally masculine terms: visibility, long hours, and self-promotion. But women are more likely to lead collaboratively, value team outcomes, and prioritize sustainability and inclusion - traits that are often undervalued in performance metrics.

And the mentorship gap doesn’t help:

Only 10% of women report having a mentor at work, though 67% say mentorship is critical to advancement (WhatToBecome).

When women are excluded from informal networks or overlooked for stretch opportunities, they fall further behind in systems designed without them in mind.

Why Businesses Should Care

These outdated structures aren’t just unfair, they’re bad for business. Companies with gender-diverse leadership are:

• 45% more likely to outperform in innovation revenue (BCG).
• 27% more likely to outperform in value creation (McKinsey).

Yet when career models ignore women’s realities, businesses miss out on talent, innovation, and resilience.

Rebuilding Workplaces for Everyone

To thrive in the future, workplaces must unlearn the past. That means:

• Designing for flexibility: Normalize job sharing, hybrid roles, and flexible hours.
• Rethinking promotion pathways: Reward outcomes, not just visibility or tenure.
• Addressing bias in evaluations: Use structured criteria and inclusive language in feedback.
• Investing in mentorship and sponsorship: Ensure equitable access to advancement networks.

When we redesign workplace norms to reflect today’s workforce, we unlock the full potential of everyone.