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How to Close a Gender Gap: Let Employees Control Their Schedules

Posted by | February 8, 2017
Mother working on computer while daughter plays
Photo by: Angel Valentin for The New York Times

The main reason for the gender gaps at work — why women are paid less, why they’re less likely to reach the top levels of companies, and why they’re more likely to stop working after having children — is employers’ expectation that people spend long hours at their desks, research has shown.

It’s especially difficult for women because they have disproportionate responsibility for caregiving.

Flexibility regarding the time and place that work gets done would go a long way toward closing the gaps, economists say. Yet when people ask for it, especially parents, they can be penalized in pay and promotions. Social scientists call it the flexibility stigma, and it’s the reason that even when companies offer such policies, they’re not widely used.

A new job search company, Werk, is trying to address the problem by negotiating for flexibility with employers before posting jobs, so employees don’t have to.

Another option gives workers the freedom to adjust their schedules, no questions asked, because of unpredictable obligations, like a sleepless night with a toddler or a trip to the emergency room with an older parent.

“Nobody wants to be the female in the department who says, ‘My kid threw up on me this morning; I can’t come in,’ ” said Annie Dean, who worked as a lawyer before starting Werk with Anna Auerbach, a former consultant. “Eighty percent of companies say they offer flexibility, but it’s a black market topic. You raise it and you’re not taken seriously.”

Continue reading at The New York Times

Originally written by Claire Cain Miller

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