Results also suggest that hybrid, but not fully remote, work for women has the potential to improve women’s position in the labor market if there is a wage premium for working long hours and working long hours increases the likelihood of a promotion.
Lastly, we find that within-couple labor hours inequality ⬆️ (i.e. the woman's share of total couple work hours ⬇️) when women switch to a remote schedule but ⬇️ when women switch to a hybrid schedule unless their partners also switch to a hybrid schedule., in which there is no change.
Comments