As post-pandemic work habits settle into a new normal, new research shows that women tend to prefer hybrid work schedules that include one or two days a week in the office, while men prefer their work schedule to be primarily office-based at least three days per week.
According to the Cushman & Wakefield study, experience scores are highest for remote work and lowest for mostly in-office and hybrid work arrangements across both genders. However, although they have similar experience scores, men and women report a gap in attendance patterns, with half of men working primarily in the office and only 19% working mainly remotely, while 38% of women work a hybrid schedule and only 32% are employed primarily in person.
Both men and women cited benefits of working remotely, including fewer distractions and better work-life balance, but women were more likely to choose hybrid and work from home arrangements to prioritize those benefits, said the report.
Focus scores were 16 points higher for women working remotely compared with in-office, and 15 points higher for men. But women are 32% more likely to say they work remotely to minimize distractions.
Similarly, both genders say work-life balance is more achievable with hybrid and remote arrangements. But women are 17% more likely to say they work remotely for work-life balance reasons. Cushman & Wakefield said this aligns with external research that has shown women are more likely to prioritize flexibility and cite it as essential for well-being, career sustainability and retention.
On the other hand, men are more likely to favor in-office work arrangements due to social ties that support professional connections and belonging, the report found. Those who prefer working in the office reported 11 points higher bond scores than men who prefer to work remotely. Women show only a four-point gap, said the report.
Cushman & Wakefield said this data can guide the CRE industry in office and work design going forward. One-size-fits-all solutions are less likely to be successful than tailoring approaches to different groups’ professional and personal realities shaped by role, workstyle and life stage. In addition, preferences change over time, and continuous feedback is necessary to keep workplace design relevant and inclusive of shifting life and work dynamics, said the report.
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