Abstract
Background: Modern workplaces have irreversibly changed their attitudes toward remote working, allowing different degrees of remotely working.
Decisions about the influence of restricted remote working and mandatory office
presence often raise the question of disproportional impact on different genders.
Aim: Our aim is to achieve a better understanding of whether WFH has a gendersegregated motivation and what other factors predict individual choices to work
onsite or remotely. Method: We report results from a company-wide survey conducted in NorBank, a Norwegian fintech company. The data is analyzed using
descriptive statistics, contingency tables, Chi-Square test of association along with
post hoc tests. We illustrated the results by using diverged chart bars. Results: The
results show that gender differences among software engineers are negligible and
insignificant. Further, software engineers work more remotely than employees in
other departments. We also found that engineers without managerial responsibilities are less at the office, and those who live further to their job, tend to work more
remotely. With respect to preferences to work remotely, we found that younger
engineers choose to work at the office more often than the senior engineers. Conclusions: We found that the strongest predictor of the degree of remote working
is not the gender but commute time and role. This also means that any analysis of general populations (as the analysis of all employees at NorBank) shall
be approached with care because it may lead to flawed conclusions due to the
different distributions of gender and roles in different departments.
Decisions about the influence of restricted remote working and mandatory office
presence often raise the question of disproportional impact on different genders.
Aim: Our aim is to achieve a better understanding of whether WFH has a gendersegregated motivation and what other factors predict individual choices to work
onsite or remotely. Method: We report results from a company-wide survey conducted in NorBank, a Norwegian fintech company. The data is analyzed using
descriptive statistics, contingency tables, Chi-Square test of association along with
post hoc tests. We illustrated the results by using diverged chart bars. Results: The
results show that gender differences among software engineers are negligible and
insignificant. Further, software engineers work more remotely than employees in
other departments. We also found that engineers without managerial responsibilities are less at the office, and those who live further to their job, tend to work more
remotely. With respect to preferences to work remotely, we found that younger
engineers choose to work at the office more often than the senior engineers. Conclusions: We found that the strongest predictor of the degree of remote working
is not the gender but commute time and role. This also means that any analysis of general populations (as the analysis of all employees at NorBank) shall
be approached with care because it may lead to flawed conclusions due to the
different distributions of gender and roles in different departments.
