Worlds Apart: Technology, Remote Work, and Equity

Russell, Aspen; Frachtenberg, Eitan

doi:10.1109/mc.2021.3074121

Cited by 9 publications

(8 citation statements)

References 8 publications

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“…To measure the potential impact of social inequities on holistic levels of stress, we used the following independent variables: sexual identity (straight or LGBQ+), gender identity (self‐identified women, men, or another gender identity), social class as measured through wage status (hourly or salary), country (United States, United Kingdom, India, Australia, Canada), workspace (remote, hybrid, onsite or in‐office), and self‐reports of whether or not individuals were racially minoritized in their place of work. We chose these variables since they have all been identified in previous research as potential contributors to workplace inequalities (Gandini, 2019; Glavin, Bierman, and Schieman, 2021; İlkkaracan and Memiş, 2021; Mooi‐Reci and Risman, 2021; Pirtle and Wright, 2021; Rosette et al., 2018; Russell and Frachtenberg, 2021). Further, rather than asking for specific racial or ethnic identities, we chose to use a dichotomous variable measuring racially minoritized status due to the global sample and potential differences in constructions of race across countries.…”

Section: Methodsmentioning

confidence: 99%

“…Worker Identities, Stress, and the Pandemic While it is still early to discern long-term trends, emerging evidence is showing that the pandemic is exacerbating pre-existing inequities in the workplace-such as those around race and gender-and creating new ones, such as those around workspace (or whether employees can work remotely or must work onsite) (Hughes, Warhurst, and Duarte, 2021;Mooi-Reci and Risman, 2021;Pirtle and Wright, 2021;Russell and Frachtenberg, 2021). Among these inequities, experts are already worried about the long-term implications of pandemic-related workplace change and uncertainty on employee health and wellbeing-particularly for marginalized workers (Crayne, 2020;Kniffin et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

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Race, Marginalization, and Perceptions of Stress Among Workers Worldwide Post‐2020

Dalessandro

Lovell

2022

Sociological Inquiry

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Research shows that stressful workplace changes in 2020 disproportionately impacted historically marginalized workers. However, we need more information on enduring inequalities of stress post-2020. Thus, drawing from surveys with employees working in the United States, United Kingdom, Australia, Canada, and India (N = 5,242), we use logistic regression to explore how worker identities (race/ethnicity, gender, sexual identity, and social class) might matter for stress as measured through respondents' self-assessments of their own feelings of stress ("helplessness") and states counter to stress ("self-efficacy"). Taking a sociological approach to analyze worker responses to the perceived stress scale (PSS-10), we found that historically marginalized workers (in terms of race, gender, sexual identity, and social class) reported greater feelings of stress (helplessness). However, we also found that employees identifying as racially minoritized at work and employees in India reported high self-efficacy scores on the PSS-10-a surprising relationship given that feelings of self-efficacy have been previously theorized to have an inverse relationship with stress (helplessness). Though based on a convenience sample, our research suggests that historically marginalized workers worldwide are feeling more significant amounts of stress. In addition, our findings may have implications regarding how researchers use the PSS-10 to measure stress across diverse worker groups and international contexts.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Race, Marginalization, and Perceptions of Stress Among Workers Worldwide Post‐2020

Dalessandro

Lovell

2022

Sociological Inquiry

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“…The pandemic has already created both incentives and case studies for distributed, remote, and hybrid workplaces, but not all employers embrace this shift. 3 The physical interactions in a shared workplace still have some important structural advantages, such as spontaneous collaborations; serendipitous discovery; nuanced, unencumbered communication; and informal social connection. To the extent that virtual worlds can recreate these advantages, they could support and accelerate the transition to distributed and remote teams.…”

Section: Predictionsmentioning

confidence: 99%

Virtual Worlds (Metaverse): From Skepticism, to Fear, to Immersive Opportunities

et al. 2022

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“…However, this increase in power is not distributed equally among all workers. For instance, research has found that gender inequalities at work have worsened since 2020, and issues such as childcare shortages and school closures have disproportionately impacted working mothers (Collins et al, 2021;Dunatchik et al, 2021;Mooi-Reci and Risman, 2021;Russell and Frachtenberg, 2021). For gender scholars, these findings are not necessarily surprising, as global feminist research has long documented gender inequalities both at work and regarding the "second shift" of housework and childcare that takes place outside of paid work (Baxter and Wright, 2000;Bobbitt-Zeher, 2011;Hays, 1996;Hochschild, 2003;Misra et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Who gets to choose: a global perspective on gender, work and choice in the post-pandemic workplace

Dalessandro,

Patterson,

Lovell

2023

EDI

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PurposeCompared to the years prior to the COVID-19 pandemic, more workers today seemingly have choice over where, when and how they do their work. However, gender inequalities at work and at home persist, which may impact perceptions of choice. Thus, researchers must investigate the potential impact of gender and domestic responsibilities on perceptions of work-related options, including perceptions of workspace choice. Design/methodology/approachUsing an original dataset with workers in North America, South America, Europe and Asia (N = 3,147), the authors conducted logistic regression analyses to explore whether workers felt they had a choice in where they do their work (workspace choice). In addition to gender, the authors considered the effect of domestic responsibilities (childcare and housework) on worker perceptions of workspace choice.FindingsIn the paper's initial regression, the authors found that men (OR: 1.24; 95%CI 1.04–1.48) as well as workers reporting that a partner was responsible for all or most of the housework (OR: 1.80; 95%CI 1.34–2.40) and childcare (OR 1.51; 95%CI 1.09–2.09) reported feeling a greater sense of workspace choice. Simultaneously, follow-up regression analyses found that women and men whose partners had a greater share of domestic responsibility had amplified perceptions of choice. However, surprisingly, men who claimed primary responsibility for domestic work also reported more choice over workspace.Originality/valueUsing an international sample, the authors explore gender inequities in worker perceptions of workspace choice. The authors' findings suggest that domestic responsibilities interact with gender in interesting ways, leading to differences in perceptions of choice in the post-pandemic workplace.

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Worlds Apart: Technology, Remote Work, and Equity

Cited by 9 publications

References 8 publications

Race, Marginalization, and Perceptions of Stress Among Workers Worldwide Post‐2020

Race, Marginalization, and Perceptions of Stress Among Workers Worldwide Post‐2020

Virtual Worlds (Metaverse): From Skepticism, to Fear, to Immersive Opportunities

Who gets to choose: a global perspective on gender, work and choice in the post-pandemic workplace

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