Zoom, Sweatpants, and Inequity: The Future of Remote Work

The COVID-19 pandemic sent millions of workers from office to kitchen table in March 2020. Almost overnight, employees were performing responsibilities with (relative) ease from the comfort of their homes, enjoying the perks of sleeping in and taking Zoom meetings in sweatpants. Of course, for those with small apartments and young children, this came with the added distractions and frustrations of combining two separate spheres of life.

As vaccines roll out across the United States and COVID numbers diminish, employees are at last returning to the office after a year of remote work. Some are elated to finally socialize with coworkers and re-establish boundaries between home and office. Others continue to work remote, either by mandate or choice, leaning into the benefits of their adjusted workstyles. A third group is using a hybrid model, which seems to be the way of the future. Looks like flexible work is here to stay!

This is good, right? Well…

For those of us fortunate enough to hold high-earning, white-collar jobs, yes. The flexibility of hybrid work will do wonders for the mental health and lifestyles of the upper echelon of society. But what about everyone else? Those whose jobs were deemed “necessary” during the pandemic, who risked their lives each day to keep society running? The dedicated folks who held down the fort while members of the middle and upper class worked in their pajamas?

A report conducted by Nicholas Bloom at Stanford University shows that more educated, higher-earning employees are far more likely to work from home and highlights the “inequity timebomb” created by the pandemic’s shift to remote work. This disproportionately impacts communities of color, who tend to work in essential positions that cannot be conducted from home. Black Americans were more likely to have lost their jobs during COVID, and those who did not faced higher health risks and exposure. Latinx workers were also severely impacted by the pandemic due to their overrepresentation in some of the hardest hit industries.

If the trend towards a hybrid model of work continues, the benefits will be reaped by a small, primarily White sector of society. Many people of color (who already experience daily strains on mental health due to racism, xenophobia, and/or historical inequity), will not have access to the option of working remotely. They will continue to toil long days on-site away from their homes and families, listening to White folks complain about “Zoom fatigue.” Given the level of educational and income inequity that already exists, this is a worrisome trend for our country.

However, this is not to say that the experience of remote work is perfect, either. Far from it. Working from home full-time creates a sense of isolation from colleagues and, let’s admit it — communicating can be awkward and unnatural over Zoom. It’s much easier to solve a conflict or engage in a creative brainstorm in person. Also, spending time away from the office disconnects employees from company culture, making them feel less motivated and committed to work. Nevermind the distractions that folks experience at home — pets, partners, children, and housework. Overall, remote employee mental health has declined during the pandemic, with many feeling anxious, overworked, and struggling to set boundaries at home.

So if remote work is the way of the future, what can we do?

It’s important to be aware of the disparities and understand that working from home is a privilege, not an entitlement. And yet it’s okay to feel frustrated with remote work and to advocate for a hybrid schedule that works best for your position, personality, and family situation. While some jobs or responsibilities cannot be conducted from home, it should be possible to perform more positions remotely as technology continues to improve.

The COVID pandemic has disrupted the workforce and accelerated trends in remote work and technology. There is no going back. But as we become a society of flexible hours and hybrid-work, let’s not forget to advocate for those benefits to be spread equally and continue to push for equity in education, hiring practices, and work schedules.