NAIROBI - The global experiment with remote work, accelerated by the COVID-19 pandemic, significantly reduced instances of gender discrimination for many women, but a growing corporate push for a return to the office threatens to unwind this progress, with particular implications for Kenya's workforce. Research indicates that while remote arrangements provided a buffer against daily workplace biases, the resurgence of in-person work is reviving challenges that disproportionately affect women.

A study published in early 2025 by researchers at the University of Toronto found that women were substantially more likely to experience everyday gender discrimination when working on-site compared to remotely. The survey of nearly 1,100 professional women in hybrid roles revealed that 29% reported discrimination in the office in a typical month, compared to just 18% when working from home. The effect was even more pronounced for younger women and those in male-dominated teams, who saw reported discrimination fall by more than half when remote.

In Kenya, where women already face significant workplace disparities, the implications are profound. According to a 2023 UN Women report, Kenyan women are less likely to be employed than men (60.3% vs. 70.4%) and face a monthly gender pay gap of 31.3%. The flexibility of remote work has been hailed as a potential equaliser, offering women, who often shoulder a greater share of caregiving responsibilities, a better chance to balance professional and domestic duties. This flexibility is crucial in a context where challenges for working mothers, such as rigid schedules and limited childcare, can force them to choose between their careers and families.

The Kenyan Context: A Double-Edged Sword

For many Kenyan women, remote work has opened doors to new opportunities in the burgeoning digital economy, including roles in tech, digital marketing, and business process outsourcing (BPO). This has allowed them to access higher-paying jobs and bypass some of the traditional office-based gender biases. A 2024 LinkedIn report noted a 38% increase in female participation in Africa's remote workforce, highlighting the continent-wide trend.

However, the return-to-office (RTO) mandates threaten these advancements. Experts warn that rigid RTO policies disproportionately affect women, particularly working mothers. A recent survey found that organisations requiring employees in the office at least four days a week hired significantly fewer women. This suggests that as Kenyan companies recall their employees, they may inadvertently sideline female talent, reinforcing the very inequalities that remote work began to dismantle.

While Kenya has no specific legislation dedicated solely to remote work, existing labour laws under the Employment Act of 2007 apply. Employers are increasingly adopting hybrid models, but the legal framework requires careful navigation to ensure compliance with regulations on working hours, safety, and data protection. As of late 2024, the Kenyan government has also moved to bring remote workers for Kenyan employers under the tax authority's purview, indicating a formalisation of this work model.

Challenges Beyond Location

Despite the benefits, remote work is not a panacea for gender inequality. Women working from home report challenges such as blurred boundaries between work and personal life, increased stress, and a feeling of being 'always-on'. There are also concerns that remote work could harm women's career progression if it leads to reduced visibility and exclusion from leadership opportunities, which are often fostered through in-person interactions.

Furthermore, Kenya still lags behind its East African neighbours in gender equality indices. Women remain underrepresented in leadership and decision-making roles, holding only about 23% of seats in Parliament as of 2025, far below the constitutional two-thirds gender rule. Patriarchal norms and cultural biases continue to create significant barriers for women in both politics and the corporate world.

As companies in Kenya and globally navigate the future of work, experts recommend a balanced approach. Thoughtful policies that combine the benefits of in-person collaboration with the flexibility and protection offered by remote work are seen as crucial. For Kenya, this means not only creating family-friendly workplace policies like lactation rooms and flexible schedules but also addressing the deep-seated cultural and systemic biases that hinder women's advancement. Without such a concerted effort, the return to the office may become a significant step backward for gender equality in the workplace.