Women Demand Clear Boundaries in the Workplace, Not Flexibility

Women, particularly mothers, are calling for clearer workplace boundaries rather than simply advocating for remote work or flexible schedules. Research indicates that the demand for rigid work hours can significantly enhance job satisfaction and retention among female employees. Corinne Low, an associate professor at the University of Pennsylvania, highlights this issue based on her own experiences and extensive research into gender dynamics in the workplace.

Low, reflecting on her time as a junior consultant, recalls the toll that erratic work hours and unregulated demands took on her health and personal life. After enduring a year of exhaustion, she began introducing herself in a way that emphasized her commitment to maintaining a balanced lifestyle: “My name is Corinne, and I eat three meals a day and sleep eight hours a night.” This revelation came at a time when progress in closing the gender wage gap has stagnated and many mothers are exiting the workforce in alarming numbers.

A study conducted in 2017 by economists Alexandre Mas and Amanda Pallais revealed that working mothers with children under four years old would sacrifice only a minimal portion of their income for flexible schedules. Conversely, they would be willing to forfeit nearly 40% of their pay to avoid jobs where employers have discretion over working hours. While the challenges may be particularly acute for mothers, the findings indicate that the desire for predictable work hours is shared across the workforce, irrespective of gender or parental status.

The concept of “greedy work,” as described by economist Claudia Goldin, illustrates the economic incentives for businesses to require longer hours from employees, particularly in high-income roles where team-based work is valued. In contrast, lower-income jobs often include unpredictable on-demand scheduling, which can place undue stress on workers, especially women who typically shoulder the majority of household and childcare duties.

Despite the growing presence of women in the workforce, the division of domestic labor remains stark. Research shows that men have not increased their contributions to household chores since the 1970s, even when their partners are the primary earners. On the other hand, mothers today dedicate twice as much time to childcare compared to their own mothers, exacerbating the challenges of balancing work and family life.

The notion that women are leaving the workforce due to a preference for remote work is challenged by recent data. A survey indicated that nearly two-thirds of corporate leaders who enforced return-to-office policies after the pandemic faced a higher rate of female departures. However, professions like nursing, which require physical presence, remain predominantly female, with women comprising almost 90% of nurses and a significant portion of medical students.

So, what is the underlying issue? Low points to the need for firm boundaries in work schedules. In healthcare, for example, nursing shifts are typically set well in advance, allowing professionals to plan their lives outside of work without the fear of unexpected demands. This predictability enables workers to coordinate childcare and personal commitments effectively.

Other industries could benefit from adopting similar scheduling practices. By establishing fixed hours and minimizing work responsibilities outside those times, companies can foster a healthier work-life balance. This approach would not only reduce childcare costs but also allow employees to invest time in family and leisure activities, which are crucial for overall well-being.

Moreover, companies aiming to enhance their in-office culture could implement structured shifts that conclude around the end of the school day. This would allow parents to manage their responsibilities more effectively and potentially log back in after children go to bed.

Looking at the success of women in obstetric medicine provides a model for other fields. Once considered inhospitable to mothers due to demanding on-call requirements, the field has seen a transformation. With the rise of female obstetricians, many practices have adapted to allow for group scheduling, enabling a more balanced approach to work and family life. Today, over 60% of obstetricians are women.

The challenge for industries such as consulting is clear. They must reconsider how work is structured, focusing on creating environments that respect personal boundaries and promote employee retention. As the landscape of work continues to evolve, prioritizing these boundaries may be key to supporting women and enhancing workforce stability.