Our company enables online education (irony) and has about 100+ employees. After alleged abuse of the work from home (WFH) "policy" (since there was no real policy aside from your manager being ok with it) in one department, the policy was canceled for everyone in the company.
However, at least two of the senior managers (direct reports to the CEO) work completely from home, and manage large teams, have been exempted from this policy. Both are the same gender as the CEO and are very buddy-buddy with the CEO (one is personal friend hired recently, one is a long time employee working in another state). IT, Marketing, HR, etc. had people who would work one day a week from home - however that's come to an abrupt halt and all requests for an exemption have been denied.
In speaking with HR, I found out they disapproved of their split on WFH, but were powerless to stop them. I also discovered they seemed to anticipate legal issues and said the managers "had remote working as a stipulation of their contract" - thus were allowed to continue (very suspicious: not sure if that was originally in their contracts or amended to be in it recently).
I hesitate to say it's as far as discrimination (especially because I probably wouldn't fall under any protected category), but it certainly feels like unfair workplace treatment. I've already started looking, but I equally want to challenge this disparity in our benefits before my departure. At the very least, I'd like to write an open letter to the CEO after leaving, sharing my thoughts on these practices.
What's the best way to challenge this policy moving forward?