Women Demand Clear Workplace Boundaries Over Flexibility

The ongoing conversation surrounding women’s participation in the workforce has focused on flexibility and remote work options. However, a new perspective suggests that what women truly need are clear boundaries in their work environments. Corinne Low, an associate professor of business economics and public policy at the University of Pennsylvania, highlights the importance of establishing firm working hours to improve job satisfaction and retention among women, especially mothers.

Reflecting on her early career as a junior consultant, Low recalls the long hours, missed meals, and constant work interruptions. After enduring a year of exhaustion, she made a conscious decision to prioritize her well-being by setting clear boundaries. “My name is Corinne, and I eat three meals a day and sleep eight hours a night,” she states, underscoring the need for a work-life balance that many women struggle to achieve.

The pressing issue of workplace boundaries is particularly relevant as research indicates that progress in closing the gender wage gap has stalled and many mothers are exiting the labor force. A 2017 study by economists Alexandre Mas and Amanda Pallais revealed that working mothers with children under four are willing to sacrifice only a small portion of their income—an average of 15 percent—for remote work. In stark contrast, they would forgo nearly 40 percent of their income to avoid jobs where employers have discretionary control over hours.

This preference extends beyond mothers. The study found that all workers, regardless of gender or parental status, expressed a strong aversion to employer discretion jobs, indicating a widespread desire for more structured work environments. Yet, such jobs remain prevalent in today’s economy.

In higher-income positions, the demand for long hours has created a culture of “greedy work,” a term coined by economist Claudia Goldin. This phenomenon occurs when companies benefit significantly from employees who work excessive hours, particularly in team-based roles. Conversely, lower-income workers face the challenges of on-demand scheduling, which exacerbates the complications of balancing work with home responsibilities.

Despite the increased participation of women in the workforce, traditional gender roles still persist, with women bearing the brunt of domestic responsibilities. Low’s research shows that while fathers have slightly increased their time spent on household chores, mothers still perform approximately twice as much. The burden is even heavier in child care, where mothers are dedicating more time than their own mothers did, significantly widening the gender gap in this area.

As companies grapple with high turnover rates among women, particularly after implementing return-to-office policies post-pandemic, many leaders express frustration. A survey indicated that nearly two-thirds of corporate leaders observed a disproportionate number of women leaving their companies following these mandates. However, the narrative that in-office work alone is to blame does not hold up under scrutiny.

For instance, nursing, a field that requires on-site presence, remains predominantly female, with women constituting almost 90 percent of the workforce. The profession has seen a significant increase in female representation among medical students and physician assistants as well. In fact, nearly 40 percent of new jobs created in the past two years have been in health care, reflecting a rising demand for female professionals in this sector.

The crux of the issue does not lie in the aversion to in-office work but rather in the lack of boundaries. Nursing shifts are typically structured, allowing for predictable scheduling and enabling professionals to make arrangements for child care or personal commitments. Even the on-call time, while demanding, is organized and known in advance, providing nurses with a semblance of control over their work-life balance.

This structured environment contrasts sharply with many other industries, where unpredictable hours can wreak havoc on personal lives. The rigid scheduling in health care offers a model that could benefit a wide range of sectors. Implementing predictable hours—with a clear separation between work and personal time—could alleviate significant pressures for employees, especially women.

For businesses seeking to foster a culture that supports in-office collaboration, establishing predictable shifts could be key. This approach could include setting clear end times for the workday, ideally coinciding with school or day care closures, and allowing employees to reconnect remotely after family commitments are addressed.

Moreover, companies might consider adopting assigned on-call shifts, allowing workers to take turns managing after-hours responsibilities while preserving ample time for personal lives. This model has seen success in obstetric medicine, a field once thought to be unsuitable for mothers. As female obstetricians gained a foothold in the profession, they organized into group practices that enabled more manageable schedules and improved patient care. Today, women make up over 60 percent of all obstetricians, demonstrating the potential for change when boundaries are respected.

As the workforce evolves, it is imperative for companies to recognize the significance of clear work-life boundaries. By prioritizing the establishment of structured schedules and creating an environment where employees can thrive, organizations will not only retain valuable talent but also contribute to a more equitable workplace for all.