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Bridging the Gender Gap in Remote Work

Bridging the Gender Gap in Remote Work

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Ask parents of young children and they will tell you that the rise of more flexibility in the workplace has created a better environment for employees. The pandemic introduced remote work en masse, and increased the flexibility many workers, though mostly in white collar professions, enjoy. However, there is still room for inequality, even here.

Remote Realities

Women’s labor force participation notably dipped during the pandemic as childcare options dwindled amid closures, lockdowns, staff shortages, and infections. But women have made their way back into the labor market since the depths of Covid, which is great for their own financial attainment, as well as the economy overall. And workplace flexibility is part of this equation, too.

But even though both men and women take advantage of remote work policies – be it fully remote or a hybrid setup – men may be better positioned to take advantage of its benefits, while women tend to be more exposed to its drawbacks, according to a report from the World Economic Forum

Working remotely allows employees to balance work and other life duties, but with women shouldering on average more unpaid household labor than men (nearly 80%, according to the Bureau of Labor Statistics), logging in from home can blur the boundaries, which can lead to exhaustion and more inequality in the home.
What’s more, there may be monetary drawbacks to being remote. ZipRecruiter data shows that remote positions pay an average of around $75,000 per year, while in-person roles pay on average more than $82,000. Remote positions can also stifle access to mentorship and feedback, and consequently, may lead to fewer opportunities for career advancement.


For employers, supporting their remote or hybrid staff can be key here, be it by gathering teams regularly to foster interaction and bonding, encouraging mentor relationships across teams (and thanks to Zoom across geographies), and setting clear guidelines around facetime and what it takes to get promoted.

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