Women Opt for Remote Work at Higher Rates Than Men, 36% vs 29%

As corporate America intensifies its push for employees to return to the office, a notable gender divide is emerging in the workforce. More women than men are opting to work remotely, raising significant questions about gender equity, career advancement, and the future of work. According to a U.S. Bureau of Labor Statistics survey, 36% of employed women reported working from home in the past year, a figure that remained consistent with the previous year. In contrast, 29% of employed men said they worked from home in 2024, down from 34% the year prior. This shift highlights a growing trend where women, particularly those with caregiving responsibilities, are more likely to choose remote work over returning to the office.

The surge of women in the labor market, especially mothers, began during the popularization of hybrid and remote work models following the COVID-19 pandemic. Data from the Brookings Institution indicates that remote work is most common for parents with children under five, with mothers of young children having the highest rate of fully remote work. Working mothers like Paige Connell, an advocate and former operations manager, attribute the popularity of remote work among women to the disproportionate caretaking and domestic burdens placed upon them. These responsibilities add to their pre-existing work obligations and the unaffordability of childcare, making remote work a necessity rather than a preference.

Connell and fellow advocate Paula Faris, who runs CARRY Media, see these hurdles as the driving force behind working women seeking out flexible work styles. Survey data from Stanford University and the Instituto Tecnológico Autónomo de México supports their observations, with women consistently reporting a greater desire to work from home by an average margin of 5 points over the past five years. While flexible work modes appear to be preferable to working women and parents, return-to-office mandates and in-office incentives pose a renewed threat to women looking to advance in their careers. Dozens of big companies have issued mandates to bring employees back to the office, and a recent survey found that 86% of CEOs plan to reward employees who come into the office with favorable assignments, raises, or promotions.

This trend raises concerns about the gender gap for remote workers, as women who work remotely receive less feedback on their work and less mentorship compared to men. Faris views employers favoring in-person workers as furthering the pre-existing gender divide in the workforce, keeping women from rising to leadership positions, earning bonuses, or staying in the workforce altogether. "A lot of mothers may have no choice but to stay home because they can’t find or afford childcare," she said. "And of course, it’s the woman that’s going to have to stay home because she’s making less compared to working fathers. That’s the motherhood penalty."

The widening work-from-home gender gap is a multifaceted issue that requires a comprehensive approach. Companies need to provide more flexible work arrangements for women, including part-time work and job sharing. Policymakers must offer more support for women, such as affordable childcare and paid family leave. Only through these measures can we begin to close the gender gap in the workplace and create a more equitable society. The resistance to return-to-office efforts by women is not just a matter of convenience but also a matter of equity, reflecting broader societal issues that women face. Addressing these challenges is crucial for fostering a more inclusive and fair workplace for all.