“For women, hybrid or remote work is about a lot more than flexibility. When women work remotely, they face fewer microaggressions and have higher levels of psychological safety.”1
While executives may believe it’s time to come back to the office, there continues to be a debate around flexible work.2 In a 2022 study of 1612 employees, hybrid work reduced attrition by 33%, was highly valued by employees, and improved job-satisfaction measures.3 This is clearly a multilayered issue. For example, a 2023 systematic review found that employees' performance while working from home was impacted by the “nature of the work, employer and industry characteristics, and home settings, with a majority reporting a positive impact and few documenting no difference or a negative impact.”4 Nevertheless, an aspect of flexible work not to be overlooked is that it is an equity issue.
In the summary of the Women in the Workplace 2023 report Field et al. (2023) found that both men and women view flexibility, such as hybrid and remote work, as an important benefit and “critical to their company’s success.”1 (You can find a link to the 52-page report in the summary article linked in this paragraph.)
The report is based on data collected from 276 organizations in which more than 27,000 employees and 270 senior HR leaders were surveyed. It shows that men benefit disproportionately from on-site work as they are more likely “to be ‘in the know,’ receive the mentorship and sponsorships they need, and have their accomplishments noticed and rewarded.”
Women experience microaggressions at a significantly higher rate, and they “are twice as likely to be mistaken for someone junior and hear comments on their emotional state.”1 This may include others assuming that they do not hold a leadership position or being told that they are acting aggressively. Such microaggressions happen more often to women with traditionally marginalized identities. They provide the example that, “Asian and Black women are seven times more likely than White women to be confused with someone of the same race and ethnicity.”1
The experience of microaggressions increases stress and leaves women feeling less psychologically safe.1 These low feelings of safety make it difficult for women to propose new ideas, take risks, or raise concerns. “78% of women who face microaggressions self-shield at work, or adjust the way they look or act in an effort to protect themselves.”1 This includes Black women code-switching and LGBTQ+ women being “2.5 times as likely to feel pressure to change their appearance to be perceived as more professional.”1
The inequities and bias women face in the workplace and their lower likelihood of gaining the benefits of in-person work make a compelling case for offering remote or hybrid work to all employees. Moreover, women often have higher demands on their time in general (e.g. managing most of the emotional labor at home).
Since both women and men reported preferring flexible working models, employers should establish clear expectations and norms around working flexibly, including defining “the work best done in person, versus remotely, and injecting flexibility into the work model to meet personal demands.”1 There should also be flexibility in setting these norms so supervisors can collaborate with their workers to identify “an approach that unlocks benefits for men and women equally.”1 Workers need to know the expectations related to their work outside of the office setting. It’s also critically important that they have a say in setting those expectations.
Additionally, employers should closely track the impact of new flexibility initiatives and continually adjust them as needed, based on an approach of “co-creation with employees.”1 Workers know best what flexible models will fit their needs. In equity discussions the channels of communication need to be open both ways, and not default to top-down decision making.
Finally, there is a need for a level playing field to ensure employees are evaluated fairly and aren’t penalized for remote or hybrid work, which includes “redesigning performance reviews to focus on results rather than when and where work gets done.”1 If employees are able to select their work model (e.g. in-person, hybrid, or remote), it is important that they will be held to the same evaluation standards as their peers, and that these standards are shared in advance.
Employers would do well to act as champions in diversity, equity, and inclusion by offering employees flexibility in how they do their work.
References
1. Field, E., Krivkovich, A., Kügele, S., Robinson, N., and Yee, L. (2023). Women in the Workplace 2023. McKinsey & Company. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace
2 Bloom, N., Barrero, J.M., Davis, S., Meyer, B., and Mihaylov, E. (2023). Survey: Remote Work Isn’t Going Away — and Executives Know It. Harvard Business Review. https://hbr.org/2023/08/survey-remote-work-isnt-going-away-and-executives-know-it
3 Bloom, N., Han, R., & Liang, J. (2022). How hybrid working from home works out (No. w30292). National Bureau of Economic Research.
4 Anakpo, G., Nqwayibana, Z., & Mishi, S. (2023). The Impact of Work-from-Home on Employee Performance and Productivity: A Systematic Review. Sustainability, 15(5), 4529.
Hybrid Work Is an Equity Issue
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31.01.2024
“For women, hybrid or remote work is about a lot more than flexibility. When women work remotely, they face fewer microaggressions and have higher levels of psychological safety.”1
While executives may believe it’s time to come back to the office, there continues to be a debate around flexible work.2 In a 2022 study of 1612 employees, hybrid work reduced attrition by 33%, was highly valued by employees, and improved job-satisfaction measures.3 This is clearly a multilayered issue. For example, a 2023 systematic review found that employees' performance while working from home was impacted by the “nature of the work, employer and industry characteristics, and home settings, with a majority reporting a positive impact and few documenting no difference or a negative impact.”4 Nevertheless, an aspect of flexible work not to be overlooked is that it is an equity issue.
In the summary of the Women in the Workplace 2023 report Field et al. (2023) found that both men and women view flexibility, such as hybrid and remote work, as an important benefit and “critical to their company’s success.”1 (You can find a link to the 52-page report in the summary article linked in this paragraph.)
The report is based on data collected from 276 organizations in which more than 27,000 employees and 270 senior HR leaders were surveyed. It........
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