Remote work reduced gender discrimination — returning to the office may change that – The Conversation

Report on the Impact of Return-to-Office Mandates on Sustainable Development Goals

A recent trend of return-to-office mandates across North America presents significant challenges to the advancement of several Sustainable Development Goals (SDGs), particularly SDG 5 (Gender Equality) and SDG 8 (Decent Work and Economic Growth). This report analyzes research findings on the differential impact of workplace location on female employees and provides recommendations for aligning corporate policies with global sustainability targets.

Analysis of Workplace Environment and its Impact on Gender Equality (SDG 5)

Research indicates that the physical workplace environment can exacerbate gender inequality, undermining progress towards SDG 5, which aims to achieve gender equality and empower all women and girls. The reversal of flexible work arrangements established during the COVID-19 pandemic disproportionately affects women by increasing their exposure to discriminatory behaviors.

Empirical Evidence from a Study of Professional Women

A survey of 1,091 professional women in hybrid roles revealed a significant disparity in experiences of gender discrimination based on work location. These findings are critical for understanding how to create safe and inclusive work environments as stipulated by SDG 8.

• On-site work was associated with a higher incidence of everyday gender discrimination, with 29% of respondents reporting such experiences in a typical month.
• Remote work environments showed a markedly lower incidence, with only 18% of respondents reporting discrimination.
• Forms of discrimination included being ignored in meetings, receiving inappropriate comments, and having ideas credited to others, all of which contravene the principles of decent work and gender equality.

Disproportionate Impact and Reduced Inequalities (SDG 10)

The data highlights that certain demographics of women face a greater reduction in discrimination when working remotely, underscoring the importance of flexible policies in achieving SDG 10 (Reduced Inequalities).

• Younger Women (under 30): The likelihood of experiencing discrimination dropped from 31% on-site to 14% when working remotely.
• Women in Male-Dominated Teams: The likelihood of experiencing discrimination fell from 58% on-site to 26% when working remotely.

For these groups, remote work provides a substantial safeguard against discriminatory practices, fostering a more equitable professional environment.

Remote Work Policies: A Challenge for SDG 5 and SDG 8

While remote work reduces exposure to everyday discrimination, it presents a complex set of trade-offs that must be managed to ensure progress on both SDG 5 and SDG 8 is not hindered. A nuanced understanding is required to balance the benefits of remote work with potential career-limiting drawbacks.

Challenges to Career Progression and Decent Work

The potential downsides of remote work can create barriers to women’s full participation and leadership opportunities (SDG Target 5.5) and the goal of full and productive employment (SDG Target 8.5).

• Reduced Access to Networks: Remote work can limit informal interactions crucial for mentorship, relationship-building, and access to high-profile assignments.
• Work-Life Integration: The blurring of boundaries between professional and domestic spheres can intensify family obligations during work hours, disproportionately affecting women.

Strategic Recommendations for Aligning Corporate Policy with Sustainable Development Goals

To mitigate the negative impacts of return-to-office mandates and foster inclusive workplaces, organizations should adopt strategies that actively support SDG 5, SDG 8, and SDG 10.

1. Offer Flexibility to Empower Employees: Providing employees with the option to work remotely is a direct mechanism for advancing gender equality. This empowers women to select the environment that best supports their productivity and well-being, aligning with SDG 5 and serving as a key tool for talent retention under SDG 8.
2. Integrate Best Practices from Remote Work: Organizations should apply the structured and focused nature of virtual meetings to in-person interactions. Implementing formal agendas, structured turn-taking, and asynchronous feedback can reduce opportunities for discrimination, creating fairer and more professional discussions that support the objectives of SDG 5 and SDG 10.
3. Acknowledge and Address Trade-offs: Leadership must recognize that while on-site work can foster skill development, it can also amplify gender bias. A transparent acknowledgement of this tension is the first step toward creating systems, such as formal mentorship programs and equitable project-tracking, that maximize opportunities while minimizing harm, thereby ensuring balanced progress on SDG 5 and SDG 8.

Conclusion: The Critical Role of Workplace Location in Achieving Gender Equality

Workplace location is a determinant factor in women’s exposure to gender discrimination. As organizations reconsider remote work policies, it is imperative that decisions are informed by their potential impact on employees’ experiences and professional opportunities. Thoughtful policies that balance in-person collaboration with the protections of remote work are essential for organizations to uphold their commitment to the Sustainable Development Goals, particularly SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities).

SDGs, Targets, and Indicators Analysis

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article primarily addresses issues related to two Sustainable Development Goals:

• SDG 5: Gender Equality

  This goal is central to the article, which focuses on “everyday gender discrimination” against women in the workplace. The research presented directly investigates how work location (remote vs. in-office) impacts women’s exposure to bias, slights, inappropriate comments, and harassment, all of which are barriers to achieving gender equality.

• SDG 8: Decent Work and Economic Growth

  The article connects the experience of discrimination to key aspects of decent work. It discusses how discrimination affects job satisfaction, leads to higher turnover, and undermines performance. By advocating for flexible, respectful, and safe work environments, the article touches upon the goal of ensuring productive employment and decent work for all, particularly women.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the article’s discussion, the following specific targets can be identified:

• SDG 5: Gender Equality

  • Target 5.1: End all forms of discrimination against all women and girls everywhere.

    The article’s core subject is “everyday gender discrimination,” which includes being ignored in meetings, receiving inappropriate comments, and sexual harassment. The research explicitly measures the prevalence of these forms of discrimination, directly aligning with the mission to end them.

  • Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.

    The article implies this target by discussing the consequences of discrimination. It notes that these experiences can make women “more likely to leave their organizations.” Furthermore, it highlights that remote work, while reducing discrimination, can also “reduce access to mentors and feedback and make it harder for women to be considered for high-profile assignments,” which are crucial for career advancement and achieving leadership positions.

• SDG 8: Decent Work and Economic Growth

  • Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value.

    The concept of “decent work” is undermined by the discrimination detailed in the article. An environment where women feel frustrated, dissatisfied, and undervalued is not a decent work environment. The article advocates for policies that create a workplace where women “feel most respected and productive,” which is a core component of this target.

  • Target 8.8: Protect labour rights and promote safe and secure working environments for all workers…

    The article directly addresses the safety and security of the working environment. It demonstrates that for many women, the in-person office is a less safe environment in terms of exposure to discrimination and harassment. The research findings show women are “significantly more likely to experience everyday gender discrimination when working on-site than when working remotely,” highlighting the importance of location in creating a secure work environment.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Yes, the article mentions and implies several indicators:

• Indicators for SDG 5 (Gender Equality)

  • Prevalence of workplace discrimination (Explicit):

    The article provides direct quantitative data from its survey. Progress can be measured by tracking the “percentage of women who report experiencing discrimination.” The article gives baseline figures: “29 per cent of respondents reported experiencing discrimination in the office, compared to just 18 per cent when working from home.”

  • Prevalence of discrimination by demographic group (Explicit):

    The article provides specific data for subgroups, which can be used as detailed indicators. For example, it states that for younger women, the rate of discrimination drops from “31 per cent on site to just 14 per cent when remote,” and for women interacting mostly with men, it falls from “58 per cent on site to 26 per cent remotely.”

  • Access to mentorship and high-profile assignments (Implied):

    The article notes that remote work can “reduce access to mentors and feedback” and limit consideration for “high-profile assignments.” Tracking women’s access to these career-advancing opportunities, regardless of work location, would serve as an indicator of progress toward equal opportunities (Target 5.5).

• Indicators for SDG 8 (Decent Work and Economic Growth)

  • Job satisfaction and employee turnover rates (Implied):

    The article states that the cumulative effect of discrimination can make women “dissatisfied with their jobs and more likely to leave their organizations.” Therefore, tracking job satisfaction surveys and turnover rates, specifically for women, can serve as an indicator of a decent and secure work environment.

  • Adoption of flexible work policies (Implied):

    The article proposes that organizations should “offer flexibility where possible” and adopt “remote-first policies.” The proportion of companies offering such policies can be an indicator of efforts to create more inclusive and safer work environments.

4. Summary Table of SDGs, Targets, and Indicators

Source: theconversation.com