The recent coronavirus pandemic brought about by Covid-19 profoundly affected communities and disrupted business activities and government services all around the world.  With no business playbook available on dealing with this 21st century crisis, many in business faced an existential threat and were left to their own devices as governments imposed physical distancing and transportation restrictions. The business sector had no choice but to adopt disruptive innovations if they were to survive. While the Covid-19 crisis brought unprecedented challenges for many in society, there has been a wave of inspiring and new ideas developed in response. The last few years have shone a light on the power of human creativity and collaboration and has likewise helped women make great strides toward much needed work-life balance. The flexible working arrangement (FWA), specifically remote working, was originally meant to help business survive and remain afloat while going through disruptions. While the scheme was supposed to benefit everyone in the workplace, its effects have been particularly salutary to working women  as they were given the opportunity to fulfill their multiple roles at home, thereby harmonizing work and life. Work-life integration is all about recognizing that work and life may not be treated separately, but should be able co-exist in harmony. Remote working, work-from-home, hybrid work, or telecommuting, as well as the concept of work-life balance and work-life integration are not new concepts. These have been in practice by many industries already for years. But it is only at this day and age that more companies were willing to try this and began institutionalizing them in the workplace.  With the current practice of hybrid work, especially enjoyed by working women having concurrent family responsibilities, the landscape of work has definitely evolved. It however continues to be a struggle, with many working women were and are still bent on accepting the challenge and proving to the world that it is possible and doable, that it works, and that this flexibility afforded to workers should be made available by employers if the nature of work permits it. Working women need a lot of support from their employers, colleagues, and even clients. The concepts of work-life integration and hybrid work are not only confined to the fact that working women can bring their work in the confines of their homes; there are also cases where companies allow working mothers to bring their children to work, wherever the “workplace” may be. There are companies voluntarily setting up day care facilities for employees and visitors. Even the establishment of lactation stations in work premises, allowing breastfeeding mothers to express milk to take home to their infants, is also seen as something that promotes work-life integration. Other employers are also understanding and flexible in giving some time off in a day for mothers who need to attend to and support their children while online classes are ongoing. Work-life integration is not just applicable to those in rank-and-file positions. This may be equally applicable and beneficial for all women across-the-board, even to women entrepreneurs. There are a lot of stories and anecdotes that we all can draw inspiration and learn from. We just need to have continuing discussions and dialogues about this. It is about time working women, especially the mothers, who want to build a career while not giving up on personal responsibilities stop apologizing to others or feeling sorry for themselves for juggling multiple roles that society expects them to do. It is also about time to change the traditional family structure that only one member of the family, usually the husband or father, has the liberty to earn a living and build a career for themselves, while the wife or mother is left behind at home. There’s nothing wrong with being a stay-at-home wife or mother, as long as it is what the woman wants for herself. Let us make sure that women are able to choose what they want to do with their lives, especially if they want to be economically empowered through workforce participation, entrepreneurship, or leadership.  We must keep in mind that when employees are able to properly harmonize personal and professional roles, they are more likely to experience satisfaction, motivation, increased productivity, and a sense of fulfillment. The Covid-19 pandemic reversed years of progress in curbing global ¬poverty and income inequalities in 2020.  After three years, it seems we are emerging stronger as we come into the “new normal”, armed with new innovative ways to bring work-life balance to many. In order to ensure recent gains from FWA are preserved and expanded further, employers should work with government and policymakers to promote diffusion of managerial best practices, computer skills, and rollout of reliable and faster broadband across the country. ECOP is working with various government agencies such as Congress, the Department of Labor and Employment (DOLE), and Technical Education and Skills Development Authority (TESDA) at the policy level. A recent collaboration was also launched with TESDA to operationalize some of the policy advocacies of ECOP. It also has available programs on soft skills development that may help workers, particularly women, with not just upskilling and reskilling, but also with their personal development. In addition, ECOP has recently undergone a process called Women Entrepreneurship -Self Assessment Check (WE-Check), with the technical support of the International Labor Organization (ILO). The process allowed ECOP to assess itself as an institution and look at its strategies and systems in so far as being gender-inclusive is concerned. With the WE-Check, ECOP is hopeful that more women business owners, leaders, as well as employees will find ECOP to be more women-friendly. After all, ECOP’s mantra is “Responsible Employer. Sustainable Business. Inclusive Workplace.” \*\*\*\*\*\* Diana Pardo-Aguilar, ECOP Vice President and Chair of its Diversity and Inclusion Committee