by Bozhidara Tsvetilova, Analyst within the Law Program at the Center for the Study of Democracy, who holds a BSc in Political Science and an MSc in International Relations from the University of Amsterdam
The COVID-19 pandemic firmly established remote work as a key part of both everyday life and professional growth. For many employees, it brought increased flexibility, convenience, and greater productivity compared to traditional office environments. Remote work has been especially important for those balancing multiple responsibilities, both at home and at work. This has been particularly true for working caregivers, especially mothers, as it reduces commuting time, supports childcare needs, and helps create a better work-life balance. While these benefits remain essential for many women working remotely, it’s also important to recognize the less visible challenges that often come with this way of working.
Although remote work has often been promoted as a means to enhance job efficiency and performance, persistent stereotypes about working from home have led to unintended consequences. Remote employees are frequently marginalized within organizational settings and are not consistently perceived as fully contributing members of the workforce, regardless of their actual performance. As a result, employers may mistakenly perceive the need for flexibility as a sign of lower dedication to the company, leading to remote workers being passed over for promotions or prominent projects and losing access to informal professional networks. While this trend affects employees across genders, women appear to be disproportionately impacted, as evidenced by the gender pay gap observed in remote work contexts.
Research shows that perceptions of workplace flexibility often vary depending on an employee’s level of seniority and the type of work they do. Jobs that are predominantly held by women are frequently viewed as less prestigious or career-focused, generally linked to lower wages. At the same time, these roles are also more likely to offer flexible work options that support caregiving responsibilities, such as childcare, eldercare, and managing the home. On the other hand, jobs that are more commonly held by men are often seen as more career-oriented, with a stronger focus on income rather than flexibility, partly because men are less likely to be the primary caregivers. These patterns are reflected into the gender pay gap seen in remote and flexible work settings.
Scholars, including Nobel Laureate Claudia Goldin, frequently highlight a flexibility paradox observed among female remote workers. Despite women still predominantly fulfilling the roles of primary caregivers and household managers, remote work has inadvertently resulted in gendered outcomes. Although remote work has enabled women to save significant time previously spent on commuting, this reclaimed time is seldom utilized for professional development. The dual demands of professional duties and domestic responsibilities have led to a deterioration in work-life balance for mothers, contradicting the anticipated benefits of remote work. This phenomenon is largely attributed to enduring societal expectations placed on women. Experts argue that these dynamics have broader economic and social implications, suggesting that remote work may have reinforced traditional gender roles, thereby exacerbating gender pay disparities.
We can already see that reflected in the widening pay gaps. A 2025 study by Payscale in the United States reveals that the location of employment has a direct impact on women’s wages, showing that women working remotely experience a larger pay gap — 22%, compared to 11% for women working in office settings. Additionally, a study by McKinsey & Company found that only 38% of women in senior leadership positions in remote environments earn on par with their male counterparts, underscoring the gendered dimensions of the remote pay gap. The flexibility paradox is further substantiated by a survey conducted by Buffer, which found that while 49% of remote workers reported feeling more productive when working from home, this figure varied significantly by gender. Specifically, 71% of men reported increased productivity, while only 54% of women shared the same sentiment.
While it’s important to acknowledge the unexpected challenges remote work can bring for women, we should also recognize the valuable benefits it offers them. Thirty-eight percent of mothers with young children report that balancing childcare with traditional office-based work would be unfeasible, and they would be compelled to leave their positions if remote work options were unavailable.
Assessments of remote work arrangements should be based on comprehensive data, enabling employees to make informed decisions. For organizations, it is imperative to implement workplace policies that accommodate the diverse needs of their workforce. Employers must also be cognizant of the barriers that frequently hinder women’s success in the workplace and evaluate employee performance using reliable, objective metrics, irrespective of their physical proximity to the office. Ultimately, addressing both the opportunities and challenges inherent in remote work is crucial for ensuring equitable career advancement and fostering an inclusive, fair work environment for all employees.