AS COVID-19 PANDEMIC RESTRICTIONS have eased, many of us are still working from home. Whether in a hybrid arrangement or working remotely full-time, a lot of people prefer skipping their commute to enjoy a more relaxed working environment. Statistics Canada reports that 80 per cent of those who began working remotely during the pandemic would prefer to continue working at least half of their hours at home.
The way that people perceive and experience work has changed drastically over the last two years. But how have marginalized workers, specifically, been affected by the shift to working from home? And what types of work design will best facilitate equity, well-being and opportunity for workers moving forward?
Analyzing the dynamics of remote work with an intersectional lens — one that pays attention to the compounding impacts of gender, race, Indigeneity, immigration status, disability and other factors — allows us to understand how different groups may be experiencing this transformation in work culture. While remote and hybrid work models have improved many workers’ lives, they are also associated with career penalties, work-family conflict, higher stress levels and other mental health challenges — particularly for those who were already experiencing inequity.
Many of these disadvantages come about not because of anything inherent about remote work but because of the biases, stereotypes and social norms surrounding paid and unpaid work. Organizations therefore need to take measures to ensure well-being and fairness for all employees who are now working from home.
Why Remote Work Should Be Here to Stay
Remote and flexible work arrangements reduce barriers to work, contributing to economic equality. For example, caregiving responsibilities — most often done by women — are often easier to take on while working from home. Research shows that remote and flexible work arrangements facilitate women’s return to work after childbirth and help them
