Equity Considerations for Telework

These resources consist of information about equity considerations for telework.

This includes studies showing disproportionate opportunities for telework between different occupations and marginalized groups. Take this into account when drafting your new telework policy by providing training and resources to address these discrepancies.

Commuter Equity

Most jobs cannot be done from home. Provide transit and subsidy commuter benefits for workers who cannot:

Traditional Commute Resources:

Subsidy/Pre-tax benefit:

Individual and Group Equity

Being away from the office poses unique challenges for marginalized groups. Address these disparities in training for telework with employees and management:

“There are also racial and ethnic inequities in the share of workers eligible to work from home. Across the nine counties, 51 percent of the white workforce were employed in eligible occupations prior to the pandemic, while only 33 percent of Black workforce and 30 percent of Latinx workforce in the region were employed in occupations eligible for remote work.” 

“Among those employed in the Bay Area prior to the pandemic, those holding occupations with an average annual income below $40,000, only 6 percent were employed in remote eligible occupations.” 

Further Resources

“We classify the feasibility of working at home for all occupations and merge this classification with occupational employment counts. We find that 37 percent of jobs in the United States can be performed entirely at home, with significant variation across cities and industries.”

“For these large tech companies, working at home is in their DNA,” says Dara Conroy, chief human resources officer at Tax Analysts (TA), a small, nonprofit publisher in Falls Church, Va. When it comes to fully embracing remote work, “most companies don’t have the budget or resources,” she says.” 

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Last Updated: 6/1/2021