Women in the era of remote work: What’s new and what’s next?

Remote work can empower people. Flexibility in location and hours often improve productivity, work-life balance, and happiness.

While anyone can take advantage of remote opportunities, 21.6% of women work from home compared to 17.7% of men. The appeal for women often relates to juggling childcare and home duties, and the reduced cost of getting to work.

However, there can be obstacles, too. For example, women may miss out on promotions or still feel obligated to go into the office — even with a flexible work agreement.

Fortunately, these issues can be overcome with the support of employers and innovative technology.

Want to know more? In the following guide, we discuss the pros and cons of women working from home. Plus, we explain how flexibility can be good for both women and the companies they work for.

What is a work-from-home job for a woman?

A remote job is a role that can be done from home. It typically has similar hours, salary, and benefits to the same in-person role — but without the commute.

That said, sometimes, employers offer flexible, hybrid work models where employees split their shifts between the office and home.

Not everyone can work remotely. In the US, for instance, 61% of jobs require workers to be there in person. And of all the jobs that can be done remotely, 35% of these employees work exclusively from home, while 41% use a hybrid employment model.

There are a number of industries that support flexible work options. Remote jobs for women may include those in:

• Education

• Legal services

• Customer service

• Human resources

• Finance and accounting

• Office administration

• Marketing and social media

Remote jobs can be full-time, part-time, or temporary. Freelancers can also have work-from-home positions.

What are the advantages of women working from home?

The ability to work remotely provides a bounty of benefits for women. Evolving beyond the office can’t fix everything wrong with women’s experiences at work, but it does have its advantages.

Here are some of the key benefits:

1. Time management

For many women, remote work makes time management much easier. When you don’t have to worry about beating rush hour, you can focus more on work and less on all the little headaches that surround it.

When the office is within walking distance, there is no chance of being late. Remote employees also have the flexibility to plan and schedule their tasks throughout the day.

Plus, if there are important household chores or parental duties to be done, these can be scheduled during lunch breaks.

2. Work-life balance

Remote roles can give women a better work-life balance. At the end of a shift, clocking off can be as simple as closing their laptop. And instead of spending time on the road driving home after work, women can be there for quality family time. From baths to dinners to stories, no moment will ever be missed.

Plus, shorter days can reduce the likelihood of becoming tired or stressed. In a high-pressure role, the extra time before and after work can be spent relaxing, exercising, or sleeping.

3. Improved productivity

Not everyone who works from home is more productive. However, for many, a remote environment can put things into focus.

A quiet workspace that's free from the distractions of a bustling office has its perks. For example, it may be easier to concentrate on tasks that require close attention to detail.

Meetings and collaboration sessions can also be scheduled virtually at a time that’s convenient.

4. Reduced expenses

From transportation to parking fees, the daily commute comes with a time commitment — not to mention expenses that can put a strain on the family budget.

For example, 56% of employees say it takes at least 15 minutes for them to get to work, and 27% say it takes longer than 30 minutes.

By working from home, the costs of commuting are gone. For those who don't need to be near the head office, a remote role may mean relocating to a suburb with cheaper housing prices.

Not only that, but for women with children, remote work comes with the ability to reduce daycare costs.

5. Job satisfaction

Flexibility is key to a diverse and equitable workforce. Managers who provide options to their employees will have happier workers who want to stay long-term.

Remote opportunities for women mean these individuals aren’t tied to their location. This means they can apply for any role they are qualified for and interested in.

Employee satisfaction improves when workers feel supported and trusted, and working remotely can play a big role in this.

What are the disadvantages for women working from home?

The benefits of remote work weren’t as clear during the COVID-19 pandemic as they are today. Schools shut down, putting an even greater burden of unpaid care on women who shoulder more than their share.

Companies clumsily tried to replicate physical offices with digital tools. Rather than enjoying new perks, many women found themselves brought to the brink by stress and hardship.

And now, in 2024, there are still disadvantages women face when it comes to remote work. For example:

• Remote workers are 35% more likely to be laid off than in-person team members

• It can be difficult for remote workers to separate their work and home life commitments

• Lack of collaboration and mentorship can lead to feelings of exclusion

• It can be challenging to access promotional opportunities

• Remote workers often feel isolated, and their mental health can suffer

Fortunately, all of these issues can be addressed with management’s ‌understanding and ongoing support.

Consequences of the pandemic for women at work

The pandemic forced companies to move away from traditional in-office settings. While some closed their doors, others made the switch to remote workplaces. During this period of uncertainty, labor force participation dropped. For women between 25 and 54, the impact hit hard — with the rate of employment dropping to 73.5%. Compare this to men, with a higher employment rate of 82.5%.

Since then, women have been slowly re-entering the workforce. As of 2024, the participation rate sits at 77.6%.

Going back to the office after experiencing the flexibility of remote work can be a challenge. This is especially true for 50% of working women with children who say they are solely responsible for their little ones.

The way we think about work has shifted in recent years, too. For example, 49% of unemployed individuals aren't prepared to accept a job that doesn't offer remote work as an option.

Despite the advantages women who work from home have, 95% believe that asking for flexible work opportunities can be detrimental to their career progression. Of those who already have the option to do their job remotely, 27% say they still feel obligated to go into the workplace.

How to push for positive change through remote work

Women deserve better tools and opportunities to pursue their visions for their lives at work and beyond. We cannot let this opportunity for progress slip.

The world has gone remote, and it will never go back to the way it was before. Rather than associate remote work with the challenges of a pandemic, we should use this opportunity to create more equitable working conditions for all.

What needs to happen to make that a reality? We spoke to several women featured in The Remote Influencer Report to get their thoughts on the future of women and remote work:

Leaders should judge by outcomes, not hours

At Remote, we often talk about the importance of asynchronous work. Why should hours matter when bottom lines reflect work completed, not the time spent doing it? Working asynchronously allows women to bring their whole selves to work at the times that work best for them.

“Women can benefit from remote working options when their bosses focus on outcomes, not facetime, and are purposeful in valuing everyone’s contributions and promoting every team member equitably, wherever they are working from,” says Sophie Wade, author of Embracing Progress. “Leaders also do not make personal judgments about a perceived lack of singular focus on professional ambition, but support people — including women — who want to achieve success in their professional and personal lives.”

Companies universally do better when they focus less on hours and more on results achieved. For women, who are often disproportionately responsible for tasks related to home life, prioritizing results over time provides much-needed flexibility.

“In the middle of the biggest remote work experiment of our time, more and more companies now understand that effectiveness can’t be measured by the number of hours people spend in an office, but rather, on the quality of the work they deliver,” says Sarah Aviram, a prominent speaker on remote work topics.

Businesses must get proactive with inclusive policies

Allowing employees to work remotely does not make a company remote-first.

“Policy and expectation have not changed enough to make remote working inclusive for all, and especially for working mothers and single parents,” says Monica Kang, founder and CEO of InnovatorsBox. “They have had to take on extra parenting, child care, as well as management care...It's really key to think about the nuances instead of generalizing what is working well or not.”

Anyone who is responsible for designing remote work policies must do so with inclusivity in mind. Unconscious biases are easy to overlook in remote environments, so managers and leaders should take special care to create policies that bring these issues to light.

“Unsurprisingly, different women have different needs,” says Sheree Atcheson, author of Demanding More. “The ability to pivot into remote work easily is one of privilege. If you have the space, the financial ability, the existence (or lack) of caring responsibilities, and so on. We must be deliberate and purposeful in creating remote work environments that work for everyone."

Self-reflection is necessary to prevent bias, but so are written policies. Even something as simple as encouraging people to turn off their video during Zoom calls (or hosting Zoom-free days) can make life easier for more people at work. At Remote, we also host self-care days once per quarter, in addition to our mandatory minimum PTO, to encourage people to step away from work to care for themselves.

What are the benefits of remote work for employers?

For employers, the choice is clear. Either create more equitable remote work options through practices like asynchronous work and outcome-based performance measurement, or watch your best talent, women and otherwise, gravitate toward companies with more forward-thinking policies.

Here are some of the top benefits of remote work for employers:

• They get a reliable, productive team that likely takes fewer sick days

• They can find the right candidates for open positions regardless of their location

• They have flexible options for attracting and retaining quality team members

• They reduce the cost of office space and amenities

By being open to remote jobs for women, employers can access new talent, gain a more diverse workforce, and improve their company culture.

Women working from home is good for everyone

When implemented well, remote work comes with a range of benefits for women, including better time management, work-life balance, and improved productivity. A remote role can also be a more affordable option, with opportunities near and far.

Teams need access to software, resources, and support to be successful. Fortunately, Remote can support both women who work from home and their employers. For example, location is never an issue, and you get local law compliance — plus the ability to pay your employees in different currencies.

Want to know more? Get started with Remote today.