The pandemic has led to rapid changes in the way we work. It is important to look at easy-to-understand changes, such as systems and tools. Still, we also need to think about the unseen effects workers feel.
Hybrid work is considered to be the popular way of working during and after the pandemic. It is a way of working that combines office and remote work. People who started hybrid work have initiated discussions about its concerns and how to solve them.
Many articles talk about the theme of “fairness and equality in the workplace.” In some countries, there are different arguments.
For examples, asimilar argument in Japan is “inequality in the home.” This topic argues that female workers tend to bear the housework and childcare compared to male counterparts when both spouses work from home. While it is important to think about roles within the household, it is also necessary to consider gender inequality and equality in the workplace to improve our work style.
It’s also a topic that is very relevant to SDGs No.5, “Achieve gender equality and empower all women and girls.”
Hybrid and remote work can lead to equal employment opportunities for men and women.
Working from home, remote work, and hybrid work will ease the restrictions on location and time. It also means offering more options for working can make it easier for women to work.
When employment opportunities get closer to equality, the next thing we need to consider is equal opportunities for work environment and performance. Even if it is easier to get a job regardless of gender, we also need equal opportunities to perform adequately and be appropriately evaluated.
Point 1: Equality in hybrid and remote environments
In the U.S., researchers have pointed out that in hybrid workplaces, there is a difference in career advancement potential depending on whether the employee chooses to work in the office or remotely. Research has shown that employees who work in the office regularly are more likely to be promoted than those who work remotely. (https://www.wsj.com/articles/hybrid-workplace-marginalized-groups-11632331018)
So far, it is not about gender differences but whether an individual chooses to work in an office or remotely.
However, what complicates this issue is that women are more likely to choose to work remotely. A survey found that women are 30% more likely than men to want to work fully remote.(https://www.wsj.com/articles/hybrid-workplace-marginalized-groups-11632331018)
Why is it that a higher percentage of women prefer to work fully remote?
Point 2: Choose remote work for housework and childcare
There are various reasons why a higher percentage of women prefer to work fully remote, but balancing work with housework and childcare is particularly significant.
Especially when parents do not have access to daycare, mothers tend to be responsible for taking care of children at home.
Point 3: It may lead to giving up on career development or resignation.
It’s great that there is an option for remote work to balance work with housework and childcare. However, we can’t ignore the fact that women who choose to work remotely end up working multiple shifts of housework, childcare, and full-time employment.
People may give up career advancement or resign to get out of the physically and mentally demanding double work status. According to a survey, one in four people is considering such a choice due to the pandemic. (https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace)
You could say, “we cannot do anything about it because it’s all up to individuals.” Still, we need to improve the situation if social issues cause those individuals’ choices.
What does the loss of opportunity for women lead to?
Here is a summary of the three points mentioned above.
- Remote workers may be disadvantaged in career advancement.
- Many women want to work remotely to take care of family and childcare.
- Some women will give up their careers to get out of the double work situation.
The combination of these issues raises concerns about the loss of opportunities in women’s careers. There is a fear that the gender gap in the workplace may widen again, which has been improved by various efforts in many years.
If this happens, it is expected that diversity in society and companies will be compromised. To solve these problems, it is necessary to take action at the corporate, governmental, and social levels. First of all, companies need to create a system that not only eliminates gender differences but also allows for fair evaluation regardless of whether employees work in the office or remotely.
It is wonderful to have choices in where and how to work. However, it is essential to avoid situations in which the worker’s choice or traits (gender, married or unmarried, with or without children, etc.) result in difficulty working or a lack of proper evaluation.