Working from home, commuting, and gender
Open accessAbstract
Work from home (WFH) arrangements may provide an opportunity to reduce gender gaps in labor market outcomes by reducing the gender differences in the willingness to commute. Using a stated-preference experiment among German employees, we estimate workers’ valuation of working from home and its impact on willingness-to-pay to avoid commuting by gender after the end of the COVID pandemic. We show that workers are willing to give up 7.7% of their earnings for full WFH and 5.4% for 2-day WFH on average. The willingness-to-pay for WFH steeply increases with commuting distance, in line with WFH reducing the need for long commutes for many workers. Importantly, we find that WFH reduces, but does not close, the gender gap in willingness-to-pay to avoid commuting. This result is unaffected by accounting for underage children in the household. This suggests that hopes of technology closing the gender wage gap are premature.
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Las cifras de sacrificio salarial (78.4% para remoto y 34.1% para híbrido) son considerablemente superiores a las estimadas en contextos europeos o norteamericanos.
“Estas cifras son considerablemente superiores a las estimadas en contextos europeos o norteamericanos (Nagler et al., 2024;Fraja et al., 2022), y sugiere que la flexibilidad laboral en el Perú no solo es valorada como un atributo preferido, sino como una necesidad estructural para muchas trabajadoras.”
From Disposición salarial por trabajo remoto y brecha de género en el Perú, 2022 (2026) · cites this paper as Nagler et al., 2024
Las trabajadoras peruanas presentan una mayor disposición a aceptar reducciones salariales significativas a cambio de acceder a modalidades laborales flexibles, como el trabajo remoto o híbrido.
“En línea con estudios previos (Nagler et al., 2024;Fraja et al., 2022), los resultados muestran que las trabajadoras peruanas presentan una mayor disposición a aceptar reducciones salariales significativas a cambio de acceder a modalidades laborales flexibles, como el trabajo remoto o híbrido.”
From Disposición salarial por trabajo remoto y brecha de género en el Perú, 2022 (2026) · cites this paper as Nagler et al., 2024
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Cites
Does Working from Home Work? Evidence from a Chinese Experiment *
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Job search during the COVID-19 crisis
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Disposición salarial por trabajo remoto y brecha de género en el Perú, 2022
Collachagua Cotera, N. A. (2026) · ACADEMO Revista de Investigación en Ciencias Sociales y Humanidades · doi:10.30545/academo.2026.n1.1389
- Authors
- Nagler, M., Rincke, J., & Winkler, E.
- Affiliations
- Friedrich-Alexander-Universität Erlangen-Nürnberg (DE)
- Corresponding author
- Nagler, Markus
- Venue
- Journal of Population Economics
- Published
- 2024-06-08
- Volume
- 37
- Issue
- 3
- ISSN
- 0933-1433 (ISSN-L)
- 1432-1475
- OpenAlex
- W4399463545
- Cited by
- 31
- References
- 3
- Citations by year
- 2026: 13 · 2025: 13 · 2024: 4 · 2022: 1
- FWCI
- 21.52
- Type
- journal article
- Language
- en
- Open access
- hybrid
- doi.org
- Locations
- Journal of Population Economics (publishedVersion, cc-by)
- RePEc: Research Papers in Economics (submittedVersion)
- Econstor (Econstor) (submittedVersion, cc-by)
- Funders
- Universitätsbund Erlangen-Nürnberg
- Schöller Foundation
- Topics
- Social Sciences › Sociology and Political Science › Work-Family Balance Challenges
- Social Sciences › Gender Studies › Gender, Labor, and Family Dynamics
- Social Sciences › Economics, Econometrics and Finance › Economics and Econometrics › Labor market dynamics and wage inequality
- Keywords
- working from home, commuting, gender pay gap, willingness to pay, commuting distance, remote work, stated preference, COVID-19 pandemic, child care, labor market outcomes
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