The emergence of COVID-19 has led to a substantial increase in hybrid work. In particular, although the significance of innovative working modalities in promoting gender diversity in organizations is evident, there is a noticeable lack of attention given to the unique impact of hybrid work on working women, particularly in relation to knowledge management. This study discusses the relationship between gender diversity and hybrid work, offering insights from a knowledge and organizational settings perspective. In order to achieve this objective, this study employs a qualitative research methodology based on open-ended interviews conducted with high-level executives from several organizational departments. Early results show the significant capacity of hybrid work in effectively managing gender diversity. Hybrid work can enhance job performance by positively impacting the psychological well-being of female employees through improved autonomy and flexibility, which in turn can contribute to the organization’s long-term viability. Nevertheless, some possibilities and problems have arisen regarding knowledge management. Understanding women’s obstacles in obtaining, utilizing, and sharing knowledge is a significant stride toward attaining gender equality in the workplace.