Women Demand Workplace Boundaries, Not Just Flexibility

The conversation surrounding women’s work-life balance is shifting. Recent insights from economist Corinne Low, an associate professor at the University of Pennsylvania, emphasize that many women, particularly mothers, may not be seeking remote work or flexible hours. Instead, they are advocating for clear boundaries between their professional and personal lives.

In her analysis, Low reflects on her own experiences as a junior consultant, where long hours and constant demands led to exhaustion. After facing burnout, she began to assert the importance of personal boundaries in her work life. This perspective aligns with findings from a 2017 study by economists Alexandre Mas and Amanda Pallais, which revealed that working mothers would be willing to sacrifice only a minimal portion of their pay for flexible schedules. In contrast, they would forfeit nearly 40 percent of their income to avoid jobs where employers dictate their hours.

This dissatisfaction with employer discretion is not limited to mothers. The study indicated that all workers—regardless of gender or parenting status—expressed a strong preference for jobs with set hours. These preferences point to a significant issue in the current labor market, where many positions still operate under demanding schedules that blur the lines between work and home life.

The economic implications of this issue are substantial. As Low notes, higher-income roles often incentivize long hours, creating what economist Claudia Goldin refers to as “greedy work.” In these positions, the return on hours worked is disproportionately high, leading companies to push employees to extend their hours. Meanwhile, low-income jobs often feature unpredictable scheduling, placing additional stress on workers, particularly women who traditionally manage the majority of household and childcare responsibilities.

Within this context, the traditional family dynamics remain unchanged. Research indicates that men today still engage in household chores at rates similar to those in the 1970s. Despite women increasingly becoming the primary earners, they continue to take on double the household responsibilities, which exacerbates the challenges of balancing work and family life.

The disconnect between workplace expectations and personal needs has led to alarming trends. A survey by a prominent industry group found that nearly two-thirds of corporate leaders who enforced return-to-office policies post-pandemic witnessed a disproportionate exodus of women from their organizations. Yet, Low argues that the issue is not simply about in-office work.

Occupations such as nursing, which require physical presence, remain predominantly female. With nearly 90 percent of nurses being women, and a growing number of medical students and physician assistants also female, the demand for in-person roles clearly exists. The key difference lies in the structure of these jobs. Nursing shifts typically have defined hours, enabling professionals to maintain personal commitments and family life without disruption.

Low suggests that other sectors could adopt similar scheduling practices. The rigid timelines in healthcare not only benefit employees but also help organizations retain talent. Companies could implement predictable shift patterns with defined stopping times, allowing employees to balance work with family life more effectively.

Workers could also benefit from assigned on-call shifts, which would allow them to manage their personal time while remaining available for urgent work needs. This structure mirrors the evolution of obstetric medicine, where the presence of female doctors has transformed the field. Once considered impractical for mothers due to on-call demands, obstetric practices have now adapted, resulting in over 60 percent of obstetricians being women today.

As the debate around workplace flexibility continues, it is clear that women are advocating for more than just remote options. They are calling for jobs that respect their time and allow for a balanced life. The onus is on employers to recognize and implement these necessary changes for a more equitable workplace.

In summary, the challenge of retaining women in the workforce may not stem from an aversion to in-office work, but rather from a lack of clear boundaries that enable a fulfilling life outside of work. Companies must take note and adapt to foster an environment where both professional and personal commitments can coexist.