More than half[3] of the global companies offer remote work perks to their employees. While only 16 percent of these are fully remote companies, others are hybrid companies that have both office-going employees and remote employees. According to remote work statistics unveiled by Upwork’s Future Workforce Pulse report, 19.4 million Americans worked remotely in the pre-pandemic era. The data also shows that, due to the pandemic, 53% of businesses say that remote work has increased their willingness to hire freelancers. Although 30% of companies don’t allow remote work, 31% are actually 100% remote companies. Only a slightly lower percentage, 29% of employers, allow hybrid work, with between one and four days spent in the office.

The bottom line is that companies have realized that physically being at the office full-time isn’t necessary to produce great results. Having a choice of work environment and location is now a key factor for many job seekers when searching for a better work-life balance and evaluating new career opportunities. Each of these trends provides valuable insights into the evolving dynamics of remote work. As we continue to adapt to this new work landscape, understanding these trends will be crucial in shaping effective remote work policies and practices. This could be a consequence of the qualities of roles that necessitate postgraduate qualifications, which usually involve cognitive labor that can be done anywhere. These industry and occupation-specific statistics highlight the widespread acceptance of remote work.

The Shifting nature of Work in the UK – Bottom Line Benefits of Telework

Here’s a look at the impact of remote work for employees, employers, and more. Remote working can’t die for those who never got to experience it in the first place. Globally, almost half of companies (44%) don’t—or can’t—offer any kind of remote work. And, of all of the companies who do allow remote work, only 20-25% help pay to set up a home office by providing office equipment and furnishings. According to the hiring habits of over 1,000 hiring managers within the United States, predictions indicate that 22%, almost one in four, of the American workforce will be remote by 2025. That hypothesis indicates that nearly 36.2 million Americans should plan to work remotely.

This reflects the high value workers place on the flexibility and autonomy remote work provides and could potentially impact how companies structure compensation in the future. A more nuanced picture emerges from the heat map in Figure 1.6, which disaggregates regional scores by subindex and represents higher levels of parity using a darker colour. Most regions have achieved relatively higher parity in Educational Attainment and Health and Survival. The advancement in Economic Participation and Opportunity is more uneven, with Southern Asia closing 37.2% of the gender gap and North America closing more than double. Regions continue to have the most significant gaps in the Political Empowerment subindex, with only Latin America and the Caribbean as well as Europe recording more than 35% parity. When it comes to wages for similar work, the only countries in which the gender gap is perceived as more than 80% closed are Albania (85.8%) and Burundi (84.1%).

Performance by region

It has had a female head of state for 4.7 years of the last 50 years, and one-tenth of the ministers as well as one-fifth of parliamentarians are women. Lithuania re-enters the top 10 and ascends two ranks since the 2022 edition to 9th position. The parity score at 80.0%, is 0.1 percentage point higher than previous edition. Lithuania has covered 76.7% of the gender gap on the Economic Participation and Opportunity subindex. While parity has backtracked in senior positions and estimated earned income since 2022, full party in technical roles has been sustained, and perceptions of wage equality for similar jobs have improved by 0.2 percentage points. For Educational Attainment (98.9%) and Health and Survival (98%), Lithuania edges towards parity.

A closer look at performance across the five indicators composing this subindex reveals that an important source of gender inequality stems from the overall underrepresentation of women in the labour market. The global population-weighted score indicates that, on average, only 64.9% of the gender gap in labour-force participation has been closed. Comparing the 102-country constant sample scores of 63.8% for 2023 and 62.9% for 2022, this marks a partial recovery. Chapter 2 examines recent dynamics in labour-force participation and related labour-market outcomes in more detail. Between 1970 and 2020, the number of people living in a country other than the one they were born in more than tripled. In 2024, some will be refugees fleeing war, some will be economic migrants in search of a better life, and some will be looking to escape to parts of the world where life is not yet overly disrupted by rising temperatures and sea levels.

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