It's wrong to assume that 'women want flexible working' but it's reasonable to expect that parents probably do. In fact, none of the women in my team (except me) are mothers, meanwhile I have three men who regularly require flexibility in order to be present and involved as fathers.
Not every woman will decide to become a mother. But mothers do form a lot of the female workforce, and many of them take on greater caring responsibility than their partners – because of a fairly complicated mix of factors only some of which a woman has power over, including biology, culture, societal expectations, earning power differentials and more. So if we don't make room for that, we're counting these people out.
Which in turn has an impact on diversity of thinking.
Which in turn has an impact on the quality of solutions any organisations can generate.
Especially in a field like tech, as observed by this Forbes article, remote working options are obvious, good quality and easy to use. We need to think about a future where parenting is shared more evenly between the sexes, and consider the talent we would miss out on if we just categorised 'parents' including fathers as a group that we fail to accommodate.
The organisations who will succeed will be the ones who build mutual trust, and allow people to make their jobs more human-shaped.
The lack of flexibility in the workplace is not a new theory in the gender gap studies. According to Pew Research Center, 51 percent of women said being a working mother made it harder for them to advance their careers while only 16% percent of fathers felt the same way. The same study also found that 42 percent of mothers reduced their work hours to make time for their growing families while just 28% of fathers said the same. This claim is further supported by the National Center for Women & Information Technology. Their report found that as many as 56% of women leave their tech jobs mid-career.