Does flexibility work gives impact to both men and women?
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Flexible work arrangements (FWA) have different impacts on men and women. Non-regulated work or flex-time can increase perceived flexibility and reduce work-life interference for both men and women . However, in men, non-regulated work is associated with an increase in interference . Working-time autonomy is related to higher cognitive work-to-home spillover, but only for men, mainly due to overtime hours . Women, especially mothers, are more likely to suffer from negative career outcomes and discrimination when working flexibly . The impact of flexible working on work-family conflict and maternal gatekeeping behaviors also differs based on gender . Flexible working hours can have a positive wage effect for both men and women, but the effect is delayed for women . Overall, flexibility at work can have both positive and negative impacts on men and women, with gender playing a significant role in how these impacts are experienced.
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| Papers (4) | Insight |
|---|---|
| Both men and women benefit from work hour flexibility, with women experiencing a positive wage effect later on, suggesting they must first prove their commitment. The paper does not provide specific details on the impact of flexibility on men and women beyond this. | |
57 Citations | The paper suggests that the impact of flexible working on work-family conflict differs depending on whether it is the male or female who works flexibly. It highlights that women with flexible jobs often take complete responsibility for resolving conflicts, while men's flexible working does not have the same shielding effect for their female partners. Therefore, the paper implies that flexibility work has a differential impact on men and women. |
| The paper states that flexibility stigma is gendered, with men more likely to discriminate against flexible workers and women, especially mothers, more likely to suffer from such discrimination. However, it does not explicitly mention the impact of flexibility work on both men and women. | |
| The paper provides evidence that flexible working-time arrangements have different effects on men and women in terms of cognitive work-to-home spillover, contributing to gender inequality. |
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