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Remote Work May Increase Gender Inclusivity for Women—but May Also Lead to Career Penalties Post-Pandemic

The pandemic radically shifted the notion of “work.” Though companies continued on, it wasn’t the same as before. Companies pivoted their business model, closed down, or shifted to fully remote for the first time.

Which changes will stay and which will disappear when the pandemic has passed is unknown. And while the impact coronavirus has on a career path is also unknown, the reality is that women are more likely to experience a negative impact on their careers.

A Double Whammy

Purdue University released a statement in June that said, “After the pandemic, women who work from home may face career penalties.” The release pointed out that before the COVID-19 pandemic, only 7% of the U.S. workforce had access to work-from-home policies and other workplace flexibility benefits, according to the U.S. Bureau of Labor Statistics . Just a few months later, it is estimated that around 50% of Americans work remotely.  

Purdue also pointed out that many women who are working from home are facing a double whammy: the boundaries that had existed between work and home now overlap even more than before, and many women are also experiencing layoffs. An April 2020 United Nations report shows what Purdue called “a negative pandemic effect on gender equality as women’s unpaid care work has increased.” 

“Companies with plans to roll out work-from-home policies on a wide scale after the pandemic must plan to adjust their workplace cultures,” according to Ellen Ernst Kossek, a Purdue University expert on inclusive organizations. Kossek is a Basial S. Turner Professor of Management at Purdue’s Krannert School of Management and co-editor of the book Creating Gender-Inclusive Organizations .

Remote.co asked Kossek for her perspective on whether remote work helps promote gender inclusivity, and if so, how? She emphasizes that when remote work is done by choice—and not forced, such as during a pandemic—it can promote gender inclusivity in terms of promoting labor force participation by women who have children or elder care responsibilities or other domestic demands.

Other potential advantages of working remotely , according to Kossek, include reduced commuting time and the possibility of some household multi-tasking. This may result in shorter work days—as well as less time out of the office and lower turnover for women due to family demands or high stress.

Work-Life Balance Is a Must

However, she issues a big caveat, noting that certain conditions are required for these benefits to occur.

“Remote work may not necessarily promote well-being for women unless they have the ability to control the timing and degree of work-life role boundary-blurring,” Kossek says. As an example, she explains that if mothers are trying to work on a computer while also supervising small children, they are likely to experience “higher role overload, work-family conflict, and higher family interruptions that enable ‘family creep’ into work roles and higher ‘job creep’ into family time.”

“Most people experience better focus and fewer cross work-nonwork process losses if they are able to separate roles,” Kossek says. One example of a role separator, she points out, is having a door for an office to close in the home, instead of working at the kitchen table with a television show on for the children. 

Yet Kossek emphasizes that her research shows women are more likely to integrate work and nonwork roles and jointly multi-task work and family demands. “This can lead to work and family intensification (doing more tasks from both domains in a compressed amount of time),” she says.

She adds that women working remotely will be more likely to experience higher well-being if they have a family member, such as a spouse, who is willing to share caregiving and household tasks equally. “Otherwise, women working remotely are simply ‘downloading the office’ onto the home and working a double shift,” Kossek explains.

Career Consequences

We also asked Kossek to elaborate on what penalties women may face after the pandemic if they work from home.

“If working remotely is seen as something that is done mainly for family reasons and personal preferences and not of benefit to the organization, both men and women will be penalized,” Kossek says. 

However, she adds that most research suggests women are more likely than men to use flexible work arrangements—such as teleworking—for family reasons. 

“Women are heavier users of workplace flexibility in part because they still cover more family demands,” Kossek says. “If companies don’t adapt their cultures as we reopen from the pandemic, it could hold women back, as well. Research shows that if you’re using telework and flexibility to finish a project late at night, managers love you; if you’re using it for family or personal reasons, they stigmatize you and think you’re not career-oriented.” 

Kossek suggests that employers need to think about how to empower people to talk about work boundaries and enact work in ways that fit their gender and family identities. 

“We have very embedded career cultures that were started years ago with a primarily male, breadwinner family configuration,” she says. “An unintended consequence of the pandemic is employment cultures could regress on the social progress that was being made on gender equality examined in our book.”

Therefore, she expects that post-pandemic, women may face negative career consequences in terms of pay, promotion, or job security if women come into the office less. 

“One reason for this is they may be stigmatized for working differently than ‘ideal workers’ who show up regularly to the office and therefore be seen as less career committed—even if they are working just as hard from home,” Kossek says. “Remote women workers also will have less face time to interact socially and be part of the core work culture and interact with leaders.” 

Kossek adds that many managers have more difficulty judging the performance of professional workers who they can’t see in front of them in an office. Working from home may also lead women to be isolated, not as well-known, or “relationally disconnected” from their bosses, peers, and leaders.

Take Action

So while remote work has the potential to create gender inclusivity and can, under certain circumstances, lighten the “second shift,” it’s important to be aware of the (not so) hidden penalties that women may face to an even greater extent after the pandemic. 

Looking for more workforce news and career advice? Be sure to check out our blog!

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By Robin Madell | Categories: Work Remotely

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Work Remotely as a Gender Research Consultant at Last Mile Health (LMH): Apply Now!! (global programs)

Last Mile Health (LMH) is looking for a short-term consultant to help design and develop key documents related to their 2023 Clinton Global Initiative Commitment to Action

This role is fully remote with a preference for candidates based in the African continent or the Eastern Seaboard of the United States. 

At Last Mile Health (LMH), we are in this together. Do you possess expertise in gender analysis, gender mainstreaming, and women’s health, coupled with in-depth knowledge of the health sector? If so then you may be our Gender Research Consultant.  

Last Mile Health is looking for a short-term consultant to help design and develop key documents related to their 2023 Clinton Global Initiative Commitment to Action. In partnership with Integrate Health, Last Mile Health has committed to work with African ministries of health to strengthen and sustain gender-responsive community health worker programs across four countries, as well as to develop and disseminate lessons learned to accelerate similar efforts across the continent over a two-year period. 

In consultation and close collaboration with the working team from Last Mile Health and Integrate Health, the consultant will complete the following deliverables: (1) conduct a literature review and summarize key evidence on the intersection between gender and community health; (2) draft a position paper that articulates how gender influences and impacts the life-cycle of a professionalized community health worker and includes an appendix with high-level summaries of case studies/examples from Last Mile Health and Integrate Health’s countries of operation from each step of the life-cycle; and (3) inform the development of a high-quality visual that summarizes the position paper.

What you’ll do

Deliverable 1: Evidence Generation

Timeline:  About 2 weeks

Remuneration: $3,000

• Conduct a robust literature review and summarize in an accessible manner the key evidence on the intersection between gender and community health.

Deliverable 2: Development of Key Content for CGI Commitment

Timeline:  About 4 weeks

Remuneration: $5,000

• This includes 2-3 rounds of feedback from the Last Mile Health and Integrate Health teams
• Collect and develop case studies from Last Mile Health and Integrate Health’s countries of operation from each step of the life-cycle, as an appendix to the position paper
• Inform the development of high-quality visual(s) that summarizes the position paper and case studies through a working session with Last Mile Health and Integrate Health 

What you’ll bring

• Bachelors degree or masters in international development, medical anthropology, gender studies or public health 
• Demonstrated experience in gender analysis
• Progressive experience in gender analysis, gender mainstreaming, and women’s health
• Expertise in the health sector, and familiarity with community health workers
• Capacity to quickly grasp issues and concepts and articulate ideas in a synthetic and concise manner  
• Excellent English writing skills   

You’ll impress us if you have

• Experience contributing to a diverse and inclusive workplace culture.
• Commitment to fostering a growth-oriented and inclusive workplace.
• Demonstrated experiences working for international development or social impact organizations, based in the African continent.

For more opportunities such as this please follow us on  Facebook, Instagram, What’s App ,  Twitter ,  LinkedIn  and  Telegram

About Last Mile Health

Last Mile Health partners with governments to design, scale, strengthen, and sustain high-quality community health systems, which empower teams of community and frontline health workers to bring life-saving primary healthcare to the world’s most remote communities. LMH is a registered 501(c)3 non-profit organisation. For more information, visit  www.lastmilehealth.org .

We are an equal opportunity employer and value diversity at LMH. We do not discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

How to Apply

This role was posted on February 5th, 2024. Please note that we will review applications on a rolling basis and prioritize those received within the first two weeks of posting.

As of March 1, 2022, Last Mile Health is requiring staff to be fully vaccinated against COVID-19 wherever legally allowable and adhere to COVID-19 vaccination requirements to perform core work activities in all locations. To learn more, review our policy .

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Research Administration Specialist, Campus Grants Management Team (Remote)

Durham, NC, US, 27710

Duke University:

Duke University was created in 1924 through an indenture of trust by James Buchanan Duke. Today, Duke is regarded as one of America’s leading research universities. Located in Durham, North Carolina, Duke is positioned in the heart of the Research Triangle, which is ranked annually as one of the best places in the country to work and live. Duke has more than 15,000 students who study and conduct research in its 10 undergraduate, graduate and professional schools. With about 40,000 employees, Duke is the third largest private employer in North Carolina, and it now has international programs in more than 150 countries.

Job Title:  Research Administration Specailist Campus Grants Managment Team 

Occupational Summary

This position is with the Campus Grants Management Team, a dynamic and growing  unit in the Office of the Vice Provost for Research, which provides cradle-to-grave  grant management services for specifically identified departments. CGMT is              

comprised of highly skilled research administrators that provide faculty and  researchers in the Provost area units with seamless, high-quality sponsored research  administration services. Our goal is to enhance communication and foster partnerships with faculty and staff as invested partners in the grants-management process in order  to deliver best-in-class grants portfolio management.

The Research Administration Specialist position was created to provide support by facilitating pre- and post-award processes for the Campus Grants Management Team. The RAS position will perform basic reconciliation of assigned project budgets, assist with proposal preparation and just-in-time requests, review new awards, assist with procurement and other proposal administration activities as needed, and provide general administrative support to the CGMT office.

administration services. Our goal is to enhance communication and foster partnerships with faculty and staff as invested partners in the grants-management process in order

to deliver best-in-class grants portfolio management.

Work Performed

Below is a general scope of duties. Specific assignments are based on unit need and assigned by the supervisor.

• Assist principal investigators in budget preparation, budget revisions, budget reconciliation, or time extensions as needed. Inform PI and/or supervisor of any errors that arise in the reconciliation of monthly budget reports. Identify the need for cost transfers from budget reconciliation.
• Collect and compile information for grant proposal.
• SPS data entry.
• Provides technical and administrative assistance during the negotiations, creation, and administration of grants and contracts.
• Prepare certain proposal elements (biosketches, other support, etc.)
• Maintain a working knowledge of applicable regulations, policies, and protocols.
• Confirm awarded grant/contract budgets in university budgeting and accounting system.
• Monitor daily grant/contract project activities. Coordinates reporting requirements.
• Facilitate the RSSA process
• Monitor proposal status and advise PI on requirements and deadlines associated with research protocols. Monitor reporting and compliance timelines for new awards. Assist investigators in preparing necessary documentation for site visits.
• Reconcile financial information on Sponsor's reports to University general ledger, reviewing financial transactions posted to general ledger and other documents for compliance with Sponsor's terms and conditions and University's policies and procedures.
• For industry funded projects, support the Revenue Management process
• Process JVs as needed.
• Assist investigators in processing renewal applications for existing animal or human subject protocols.
• Facilitate required financial transactions for grants and contracts (as necessary).
• Facilitate required close out transactions and activities

Assist with special projects.

Required Qualifications at this Level

Education/Training:              Work requires communications, analytical and organizational skills generally acquired through completion of an Associate's degree program.

Training: May be required to take FasTracks in areas of specific assigned duties

Experience:                            Work generally requires two years of relevant experience to obtain office organization, communications, and administrative skills.

A bachelor's degree in a field of study directly related to the specific position may be substituted for the education and experience requirement.

or an equivalent combination of education and relevant experience.

Skills:                                 

Ability to work within a team environment

Proficient use of computers; requires solid working knowledge of MS Office Suite (Word, Access, Excel, Power Point).

Ability to communicate both verbally and in writing with all levels of the organization.

Ability to manage and prioritize multiple projects/tasks simultaneously.

Ability to create verbal and written reports.

Minimum Qualifications

Work requires communications, analytical and organizational skills generally acquired through completion of an Associate's degree program. Training: May be required to take FasTracks in areas of specific assigned duties

Work generally requires two years of relevant experience to obtain, communications, and administrative skills. A bachelor's degree in a field of study directly related to the specific position may be substituted for the education and experience requirement or an equivalent combination of education and relevant experience. .

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

Nearest Major Market: Durham Nearest Secondary Market: Raleigh

Duke is an Affirmative Action / Equal Opportunity Employer committed to providing employment opportunity without regard to an individual’s age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status. Read more about Duke’s commitment to affirmative action and nondiscrimination at hr.duke.edu/eeo.

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Observational Research Manager - US Remote

RADIUS Select Miles 5 miles 15 miles 25 miles 35 miles 50 miles

HOW MIGHT YOU DEFY IMAGINATION?

You’ve worked hard to become the professional you are today and are now ready to take the next step in your career. How will you put your skills, experience and passion to work toward your goals? At Amgen, our shared mission—to serve patients—drives all that we do. It is key to our becoming one of the world’s leading biotechnology companies, reaching over 10 million patients worldwide. Come do your best work alongside other innovative, driven professionals in this meaningful role.

Observational Research Manager

What you will do

Let’s do this. Let’s change the world. Are you searching for a new, dynamic opportunity working with multiple teams to generate real world evidence supporting a wide variety of business needs? If so, we invite you to explore Amgen’s Center for Observational Research.

With a constantly growing demand for information from regulatory and reimbursement agencies, Observational Research (OR) is a critical component in drug development and commercialization. Amgen’s Center for Observational Research (CfOR) partners with internal and external teams to generate real world evidence for multiple partners across the entire product lifecycle. We generate evidence to inform the frequency, distribution, clinical burden, natural history, and clinical course of disease, the design of clinical trials, health resource utilization, drug utilization patterns, and the safety and effectiveness of our medicines.

Let’s do this. Let’s change the world. In this vital role the Observational Research Manager will be a member of the Bone team within CfOR, and will be responsible for gathering insights and building collaborations and capabilities to advance the generation, use, and dissemination of real-world evidence (RWE) related to disease state epidemiology, treatment patterns, and medication safety and effectiveness to inform regulatory decision making and enhance access and use of Amgen’s medicines.

Responsibilities:

• Support the design, generation and delivery of RWE evaluating the safety and effectiveness of medicines to inform regulatory decision making (e.g., label expansion/change) and fulfill regulatory requirements across the globe.
• Managing research projects involving the analysis of multiple types of data including medical claims, electronic health records, and prospective observational cohort studies.
• Contribute to the development and implementation of innovative analytic methods, and leverage CfOR’s internal data and analytics capabilities and tools to enable rapid, scalable and reproducible RWE.
• Engage with cross-functional partners to promote the awareness, understanding, and use of observational research methods and enhance the use of RWE that can reduce the time and cost of drug development, and answer key business questions.
• Facilitate the dissemination of RWE through publications, congress presentations, trainings, and development of scientific/promotional resources targeting a broad base of external stakeholders (e.g., health care providers, payers, integrated delivery networks).
• Contribute to CfOR’s mission in progressing innovative epidemiological methods and analytical capabilities to support CfOR’s leadership role within Amgen and across industry.

What we expect of you

We are all different, yet we all use our unique contributions to serve patients. The Observational Research Manager professional we seek is a research leader with these qualifications.

Basic Qualifications:

Doctorate degree

Master’s degree and 3 years of scientific experience

Bachelor’s degree and 5 years of scientific experience

Associate’s degree and 10 years of scientific experience

High school diploma / GED and 12 years of scientific experience

Preferred Qualifications:

• Doctorate in Epidemiology or other subject with high observational research content.
• Experience in the design, execution and analysis of observation research studies within Pharmaceutical and/or Public Health settings.
• Experience in research to support drug development.
• Experience working with secondary data systems including administrative claims, EMR and registries.
• Experience in observational research project planning and management.
• Excellent communication, presentation and interpersonal skills.
• Experience working in multi-disciplinary teams.

What you can expect of us

As we work to develop treatments that take care of others, we also work to care for our teammates’ professional and personal growth and well-being.

The expected annual salary range for this role in the U.S. (excluding Puerto Rico) is posted. Actual salary will vary based on several factors including but not limited to, relevant skills, experience, and qualifications.

Amgen offers a Total Rewards Plan comprising health and welfare plans for staff and eligible dependents, financial plans with opportunities to save towards retirement or other goals, work/life balance, and career development opportunities including:

• Comprehensive employee benefits package, including a Retirement and Savings Plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts.
• A discretionary annual bonus program, or for field sales representatives, a sales-based incentive plan
• Stock-based long-term incentives
• Award-winning time-off plans and bi-annual company-wide shutdowns
• Flexible work models, including remote work arrangements, where possible

for a career that defies imagination

Objects in your future are closer than they appear. Join us.

careers.amgen.com

Amgen is an Equal Opportunity employer and will consider you without regard to your race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

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Research Administrator Lead - Remote or Hybrid

How to apply.

A cover letter is required for consideration for this position and should be attached as the first page of your resume. The cover letter should address your specific interest in the position and outline skills and experience that directly relate to this position.

The University of Michigan School of Public Health's Department of Epidemiology uses a multidisciplinary approach to explore reducing and preventing disease in human populations with rigorous research, innovative education, and dedicated service. We are looking for a lead research administrator to oversee our pre-award proposal submissions, post-award research needs, and financial transactions. This person will join a dynamic team of research administrators to support our 45 highly productive faculty. Our research portfolio is robust with a variety of sponsors and varying levels of complexity.

Responsibilities*

Serve as team lead for the research administrative team who provides all pre- and post-award needs to the department. Direct supervision, delegation of work, coordinating weekly team meetings and regular 1:1 with the team. Provide training and feedback to ensure the team is functioning successfully. Conduct annual performance reviews and other supervisory functions as needed.

Provide high-level support to faculty with complex research portfolios. Serve as pre- and post-award contact for faculty. Advise faculty regarding management and monitoring of budgets to ensure sponsor guidelines are followed, as well as provide fiscal oversight by monitoring revenue and project expenditures. Create budget, budget justifications, route proposals through for internal review, ensuring all sponsor, school, and university requirements are met. Provide progress reports, account reconciliations, and other status reports to faculty after award is received. Communicate with sponsors as needed. Support faculty and grant needs from proposals to close out.

Create clear communications and process documentation for faculty and other research staff.  Create timelines, checklists, and other training documents to support continued process improvement and professional development across the department.

Partner with department administrator, faculty, and other administrators in the school research administrative processes and needs.  Serve as back-up signing authority to the department.

Required Qualifications*

Bachelor degree and 7-10 years of progressive grant and contract experience or equivalent combination of education and experience. Prior experience working with federal agencies, such as NIH and CDC, as well as non-federal sponsors. Supervisory experience is strongly preferred.

Desired Qualifications*

Advanced degree and Certified Research Administrator (CRA) certification preferred. Experience working with government training grants. 

Work Locations

This position has a flexible work arrangement that is open to both fully remote or a hybrid schedule, based in Ann Arbor.

Additional Information

This position offers a $1,500 signing bonus.

Michigan Public Health is seeking a dynamic staff member with a commitment to contributing to a diverse, equitable and inclusive environment for all members of our community.

Background Screening

The University of Michigan conducts background checks on all job candidates upon acceptance of a contingent offer and may use a third party administrator to conduct background checks.  Background checks are performed in compliance with the Fair Credit Reporting Act.

Application Deadline

Job openings are posted for a minimum of seven calendar days.  The review and selection process may begin as early as the eighth day after posting. This opening may be removed from posting boards and filled anytime after the minimum posting period has ended.

U-M EEO/AA Statement

The University of Michigan is an equal opportunity/affirmative action employer.

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Some gender disparities widened in the U.S. workforce during the pandemic

The COVID-19 recession resulted in a  steep but transitory  contraction in employment, with greater  job losses among women than men. The recovery began in  April 2020 and is not complete. As of the third quarter of 2021, the labor force ages 25 and older remains nearly 2 million below its level in the same quarter of 2019.

The pandemic is associated with an increase in some gender disparities in the labor market. Among adults 25 and older who have no education beyond high school, more women have left the labor force than men. Other disparities have stayed the same or even narrowed: The gender pay gap has remained steady, for example, and the difference in the average hours worked by men and women has slightly diminished.

The COVID-19 recession differed from prior recent recessions in that it disproportionately eliminated jobs employing women. Media accounts often referred to it as a “ shecession .” As the economy and labor market have been recovering for more than 21 months, Pew Research Center conducted this analysis to investigate if there are lingering impacts on the labor market opportunities of women.

Labor force estimates and average hours worked are derived from the monthly Current Population Survey (CPS), sponsored jointly by the U.S. Census Bureau and the U.S. Bureau of Labor Statistics. The CPS is the nation’s premier labor force survey and is the basis for the monthly national unemployment rate released on the first Friday of each month. The CPS is based on a sample survey of about 70,000 households . The estimates are not seasonally adjusted.

For a quarter of the sample each month, the CPS also records data on usual hourly earnings for workers paid by the hour and usual weekly earnings and hours worked for other workers.

The CPS microdata files analyzed were provided by the Integrated Public Use Microdata Series (IPUMS) at the University of Minnesota .

The COVID-19 outbreak has affected data collection efforts by the U.S. government in its surveys, especially limiting in-person data collection. This resulted in about an 8 percentage point dec rease in the response rate for the CPS in September 2021. It is possible that some measures of labor market activity and its demographic composition are affected by these changes in data collection.

Overall, the number of women ages 25 and older in the labor force has fallen 1.3% since the third quarter of 2019, similar to the 1.1% decline of men in the labor force.

But this modest overall change obscures divergent outcomes for labor force members with different levels of education. Women who have no education beyond high school exited the labor force in greater numbers than similarly educated men. However, the pandemic has not interrupted the long-running gains of  women among the college-educated  labor force.

From the third quarter of 2019 to the same quarter of 2021, the number of women in the labor force who are not high school graduates decreased 12.8%, dwarfing the 4.9% contraction among comparably educated men. The pandemic also disproportionately affected women with a high school diploma. The ranks of women in the high-school-educated labor force have declined 6.0% since the third quarter of 2019. The labor force of similarly educated men has fallen only 1.8%.

Among the labor force with at least some amount of education beyond high school, women have fared at least as well as men. The number of men and women in the labor force who have some college experience but not a bachelor’s degree has contracted for both groups, with no strong disparities between the two. Both men and women with at least a bachelor’s degree saw positive gains in the labor force (2.7% and 3.9%, respectively) from 2019 to 2021.

What accounts for the larger labor force  withdrawals among less-educated women  than men during the pandemic? It is complex but there seems to be a consensus that it partly  reflects how women are overrepresented  in certain health care, food preparation and personal service occupations that were sharply curtailed at the start of the pandemic. Although women overall are more likely than men to be able to work remotely, they are  disproportionately employed in occupations  that require them to work on-site and in close proximity to others.

It is less clear whether women’s parental roles and  limited child care  and schooling options have played a large role in forcing them to exit the labor market. The number of mothers and fathers in the labor force has declined in similar fashion over the past two years.

Turning to the number of hours employees work per week, on average, there have been small changes associated with the pandemic and they have occurred among men. In the third quarter of 2021, women ages 25 and older worked 37.5 hours on average in paid employment, unchanged from how much they worked two years earlier. Men ages 25 and older worked 41.6 hours on average in the third quarter of 2021. That is 0.7 fewer hours than they worked pre-pandemic (42.2). So, the disparity in hours of paid employment between women and men workers has somewhat narrowed.

The pandemic is also not associated with a widening of the  gender pay gap . Among full- and part-time workers ages 25 and older, women earned 86% of what men earned based on median hourly earnings in the third quarter of 2021. Two years ago, the estimated gender pay gap was 85%.

The overall pay gap partly reflects that employed women have higher levels of education than employed men. In 2021, 48% of women workers ages 25 and older had completed at least a bachelor’s degree compared with 40% of men. Workers with at least a bachelor’s degree tend to earn more and thus women’s earnings are boosted by their greater educational attainment. The gender pay gap is greater when you look at groups of women and men with equal levels of education. The gap depends on the education level, but in 2021 women ages 25 and older earned closer to 80 cents on the dollar compared with equally educated men.

• Coronavirus (COVID-19)
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Richard Fry is a senior researcher focusing on economics and education at Pew Research Center

How Americans View the Coronavirus, COVID-19 Vaccines Amid Declining Levels of Concern

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Job quality impacts wellbeing more than education, income or gender

26 April 2024

The impact of job quality on wellbeing is of a similar magnitude to that of health, outshining more traditional factors, finds a report co-authored by Professor Francis Green and Dr Sangwoo Lee.

The importance of job quality is more significant than determinants that include education, gender, marital status, parental status, age or household income. 

The findings indicate that job quality tends to significantly influence wellbeing more for men than for women. In Europe, job quality accounted for a 14–19% variation in wellbeing. 

The research was undertaken with funding from the Economic and Social Research Council (ESRC) in collaboration with Min Zou (University of Reading) and Ying Zhou (University of Surrey). 

It explored the experiences of employed people in Europe, the United States, Australia and South Korea, covering 39 countries using global survey series that collect data on job quality in these areas. 

The European Working Conditions Survey (EWCS) surveyed 28 countries who were EU members at the time, and an additional seven European countries in 2015. The EWCS covered job quality more fully and more recently. South Korea and the USA closely followed the European questionnaire – the American version additionally surveyed respondents twice, in both 2015 and 2018. 

In comparison, the surveys used for Britain (Skills and Employment Survey) and Australia (Household, Income and Labour Dynamics in Australia) were less comprehensive in covering job quality. 

The research aimed to enhance a lack of existing data and focus on job quality in a way that is geographically extensive. 

The study underscores the need to prioritise job quality in socioeconomic policies, reassess the way it is measured, and support the gathering of evidence around job quality globally.

Related links

• Read the report: Work and life: the relative importance of job quality for general well-being, and implications for social surveys
• Professor Francis Green’s UCL profile
• Dr Sangwoo Lee’s UCL profile
• Centre for Learning and Life Chances in Knowledge Economies and Societies (LLAKES)
• Department of Education, Practice and Society
• Social Research Institute

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