Empirical Economics Letters, 21 (Special Issue 4): (June 2022) ISSN 1681 8997

Work from Home after Epidemic: A Gender Based Review

Ayushi Soni* and Monu Bhargava

Seedling School of Business and Management

Jaipur National University, India
Abstract: The COVID-19 epidemic changed people's working dynamics all over
the world, and every sector migrated to remote working as a result. Work from
Home had grown extremely common and accepted around the world. The purpose
of this study is to do a comprehensive assessment of the existing past studies in
order to obtain a better and clear understanding of Work from Home (WFH) as
well as its influence on personal and professional life after the outbreak of
COVID-19 epidemic in terms of gender roles and its impact on their career
progression. It also seeks to provide an overview of major studies in the field of
WFH, which can assist in identifying the key factors that have had the greatest
impact on the WFH condition. WFH has been deemed as "new normal" and
several studies have raised concerns regarding employees‟ productivity and
efficiency, while many experts discuss the emotional and physical stress of
working women in lockdown time. Most of the working women are involved in
dual responsibility to manage the home and work both at the same time.
Discriminatory practices are evident in household chores, child care, homemaking,
lower wages, glass ceilings, less superior assistance, and all other unpaid work
stresses that have significantly hampered women's productivity. While the
downsides of WFH comprise interruption in the working place, work- home
conflict, social exclusion, employee productivity, dual jobs for women,
teleworking, and work-life balance, connectivity, level of support, growth
opportunity, the positive aspects include flexible schedules, childcare costs,
parenting, cost and time savings on travel, and workplace infrastructural facilities.
Research directions domains under the WFH concept are quite broad, and gender
disparities can be used to conduct industry-based studies. This paper is a study of
influencing factors affecting the efficiency of working men and women and the
problems faced by them during Work from Home.
Keywords: Work from Home, Work-life Balance, Gender inequality, Career
Progression

1. Introduction
The COVID-19 epidemic has drastically changed the pattern of living and working of
people (Cui et al., 2021). Where Work from Home approach is being accepted by almost
every sector and industry in some ways to carry on their functioning. Adjustments to work
arrangements were needed during the COVID-19 epidemic. For many organizations,
telecommuting is more of a barrier than a benefit. COVID-19 has a wide impact on

*
Research Scholar.
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 2

various occupations (Kramer and Kramer, 2020); some have virtually disappeared, while
others have experienced significant growth. During an outbreak, the number of people
employed by WFH quadruples, and afterward, it's approximately thrice in numbers. After
the epidemic, WFH has been considered as a new normal with that many studies raise a
concern about the employee‟s productivity and work efficiency. Working from home, or
telecommuting, can be just as efficient. As things begin to return to normal, it is obvious
than ever that working from home is here to stay. After all, it is beneficial to both
organizations and employees alike. If a company wants to implement a work-from-home
policy, it must be specified and suited to the company's needs as well as the needs of its
employees.
Public and private organizations have accepted teleworking provisions, social avoidant
policies, shuffled hours of working, as part of continuous efforts to prevent coronavirus
transmission and aid in the protection of employee safety and health, and other strategies
to restrict employee engagement within the workplace environment while still preserving
organizational functions. Unless the health of workers who engage in physical movement
at work is not taken into consideration, they are often exposed to additional hazards
(International Labour Organization, 2020). Work from Home (WFH) was, on the other
side, considered a benefit for some employees before the epidemic. Nonetheless, this
telecommuting experience has shed insight on the evolution of the physical workplace,
from the economy's remote working potential to public perceptions of remote workers. All
of this is due to the epidemic's role as a driver for vast, rapid evolution. The epidemic is
accelerating the coming of the future of work that policymakers around the world had
predicted (Vyas, 2022). For years to come, the COVID-19 epidemic and female scholastic
staff's resistance to it will have an impact on higher education and scientific institutions,
intensifying male domination in scientific and medical disciplines. This research aims to
better understand how working female academics balance jobs, child care, home-
schooling, household responsibility, and other responsibilities (Walters et al., 2022).
Despite major differences between male and female, the study indicated that men were
more interested in WFH than women. If we talk about unemployment during COVID-19,
thereis a huge gap in female and male ratios, and female employment turnover is quite
high in comparison to male employment turnover which has direct impact on career
progression of female (Bick et al., 2020). Prior to the lockdown, several female academics
member worked from home because it was a convenient work place or creating a safe
place. Now things are different, and many people were taken aback by this restructuring of
reality. Even before the outbreak, gender equality efforts lacked the required degree of
progress. According to a McKinsey report and gender inequalities remained
internationally. Gender equality has been a constant in the workplace and in society
"pretty steady" from 2014 to 2019, according to data, and with a score of Gender Parity
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 3

0.52 vs. 0.67, gender equality in the workplace tends to struggle behind gender equality in
society (Madgavkar et al., 2020). Given this, McKinsey highlighted that the fight for
gender equality be upped much more post-epidemic, since even if, all of the progress
gained thus far might be lost, potentially harming the global economy. While many of the
motivation for telecommuting has been to give employees more control over their time,
improve employee satisfaction, and minimize some of the company's administrative costs
(Bradford S.BEll, 2013), a study has shown that remote work has both benefits and
drawbacks for individuals and businesses. Reduced travel; better productivity and
enthusiasm; less stress from coworkers; more flexibility in managing family care
obligations; lower overhead expenses; keeping brilliant individuals; and accessing people
who live too far away to commute are just a few of the advantages. A poor state of
communication among employees and managers; challenges directing remote workers; a
decrease in the production of new ideas among members of the team; and the employee's
long-term engagement with the organization (Bell, 2013) are just a few of the challenges
(Degbey and Einola, 2020).
Figure 1: Structure: Gender based Influencing factors of WFH

Source: Author‟s compilation.

2. Literature Review
2.1. Employee’s Productivity
According to productivity literature Female researchers are less productive at a time of
epidemic due to their dual responsibilities, while male researchers are more productive.
Around 13.2% of the relative productivity of females has dropped (Cui et al., 2021).
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 4

Having young or numerous dependents in the house had the largest impact on women's
life‟s during the epidemic, according to a survey of all-female academics in Southern
Africa's 26 public institutions (Walters et al., 2022) With less time available, the quality
and productivity of their academic work suffered. The great majority of women (80.3
percent) said it has been "more" to "far more" difficult for women to do academic work
during the lockdown than it has been for men. Previous research has looked at major
drivers of worker productivity, such as capability (Tan and Netessine, 2014) multiple job
(Singh, 2014), peer effects, workload and task sequences. WFH has adverse impact on
employee‟s efficiency (Farooq and Sultana, 2021). Working from home helps women to
better manage their job and family commitments while also performing their domestic
duties, but it comes at a price of greater perceived role conflict in work-family. Males, on
the other hand, bring their work time home with them (Lippe and Lippenvi, 2020). The
WFH reduces productivity of employee‟s during COVID-19, according to our data.
Working from home has been shown to have an adverse impact on employee performance
in the literature. Work-life balance (Felstead et al., 2002), work stress, burnout
(Montgomery et al., 2014), and status of occupation (Kramer and Kramer, 2020) have
been the subject of most research on the influence of WFH to far.
2.2. Career Advancement
According to a previous study, if lockdown is maintained for too long, it will be damaging
to a woman's career, with a higher probability of unemployment (Cui et al., 2021).
According to research, once the Coronavirus epidemic reaches the ground, there is a major
adverse effect on female academic career prospects (Walters et al., 2022). In both the
corporate and political worlds, the glass ceiling, a concept adapted to describe
incomprehensible obstacles obstructing career progression, applies to minorities and
females (Bruckmüller and Branscombe, 2010). According to an RBC analysis, During the
outbreak, many women need to take 12 times as males had to take time off from work to
take care of children, which might make it difficult for them to return to work and achieve
their full potential (Appelbaum and Emadi-Mahabadi, 2022). They went even further,
examining the epidemic's consequences on women from visible minorities, finding that
employment loss rates were even greater than the average rate of 9.7% for women.
"Female employment is 19% more at danger than male occupations just because women
are significantly represented in industries severely impacted by the COVID-19 situation,"
the frightening research reveals (Wright, 2009; Krivkovich et al., 2017; Huang et al.,
2019). When working from home, however, there are a number of issues that might reduce
productivity. According to studies, management assistance has the greatest influence on
job performance (Diamantidis and Chatzoglou, 2019). Many women choose a less
demanding profession or scale down to part-time/reduced hours of employment to meet
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 5

these domestic/home tasks and minimize the conflict between work and family
commitments (Connolly and Gregory, 2009).
2.3. Work-Life Balance
Coronavirus is associated with the Industrial Revolution, which ultimately altered the way
of working, live, and maintains a balance between work and life (WLB). Similarly, the
coronavirus epidemic is causing significant changes in work practices, worker-coworker
relationships, companies, and communities, as well as WLB. Work from Home causes a
lot of inconvenience at a time when it's difficult to keep work and family life independent
in the workplace (Vyas, 2022). Having a healthy and stress-free workplace is essential to
facilitate people to reach their maximum potential. Striking a good WLB, on the other
hand, is difficult for most employees, especially those with caring obligations, especially
in the COVID-19 epidemic. It is also thought that providing a friendly and flexible
workplace may contribute to improving employee well- being (Feeney and Stritch, 2019;
Shagvaliyeva and Yazdanifard, 2014). Employees in WFH during the outbreak saw a raise
in work stress and conflict among work and official life, according to previous research.
Few people are delighted with the changes in their working styles, while others are
experiencing more work-life conflict (Palumbo, 2020). Women continue to bear a
disproportionate share of the burden of their dual roles as paid workers and unpaid
caretakers at home (Hunt et al., 2018).Similarly, various researchers have contrary
opinions on the influence of telecommuting on workers' WLB. WFH, according to some,
has a favorable influence on the WLB On the opposite, studies have identified adverse
implications where there is a merging of work and family life, and it appears that working
from home may have a critical effect on WLB (Vyas, 2022; Palumbo, 2020).
A study on WLB in higher education employees in the United Kingdom found that
superior assistance during coronavirus helped employees overcome the difficulties and
improve their quality of life (Kumar and Mokashi, 2020). According to a previous study,
work-family balance is more closely associated with the satisfaction and support of family
and coworkers, making it easier to manage both lives simultaneously (Ferguson et al.,
2012). Governments may also have to establish special policies in this area. Adopting a
"right-to-disconnect" law, During non- working hours, workers have the freedom to refuse
to respond to work-related contacts and requests (Müller, 2020; Secunda, 2019). Most of
these workers learned skills that will be useful in the coming WLB policy, such as how to
work virtually, how to cope with stress and productivity, and how to wisely divide work-
family time. Employees were "remodeling" pre-epidemic labor habits while "normalizing"
new methods of working. Employers have tested the viability of such work methods and
are now concentrating on cost- cutting and enhanced revenue (Vyas, 2022) policymakers
and Institutions might consider focusing on: allowing flexibility in working hours to
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 6

employees and customize their work commitments, which makes WFH employees more
enthusiastic and efficiency; showing trust and assistance towards WFH employees so they
can cope with their work stress. The coronavirus epidemic has brought about changes,
disruptions, persistence, and uncertainty. Understanding post-epidemic routes, such as
"acceleration," "normalization," and "remodeling," is critical for understanding the link
between workplace interruptions and a way to a new normal. (Drummond et al., 2017)
looked at how gender, geographic location, and dependents influenced the relationships
between supports, work-life conflict, and well-being in the Australian setting. Conflict
between Work-family and well-being, as well as family fulfillment, were shown to have a
negative association in comparative research of social workers.
2.4. Guidance and Support
Since the epidemic, the majority of individuals have been doing remote work, which has
created challenges with work-family balance. To deal with this, they need the help and
support of their superiors and partners to improve both their career - family life more
effectively (Kumar and Mokashi, 2020). Additionally, researcher discovered a link
between superior support and employee work satisfaction in the latest studies. The
research adds on to the growing body of data demonstrating the value of supervisory
support at work. This Epidemic has dramatically altered personal and Professional work
patterns, making it harder for employees throughout the world to maintain a healthy work-
life balance (Anwar, 2020). The immediate supervisor's facilitation, encouragement, and
acknowledgment appear to be crucial in improving individual behavior‟s and outcomes
(Gordon et al., 2019; Aydın and Kalemci Tüzün, 2019; Sangkala et al., 2016). Based on
this research, we believe that supervisor support will become increasingly more important
in solving employee concerns, particularly in managing work-life concerns during
COVID-19. Employee attitudes and performance have always been impact by any level of
organization assistance (Gigliotti et al., 2019; Umrani et al., 2019). Assistance, resolving
issues, and recognition from superiors, according to researches, can enhance the
performance of individual personal goals and institutional goals. (Idowu and Ndidiamaka,
2018), it found that a substantial link between superior Assistance and employee
efficiency. The study found that providing employees with good supervisors at work can
assist them in achieving their full potential. It has been restated in coronavirus times, as in
prior research, that superiors' or managers' assistance can help employee‟s attain a
successful WLB (Talukder and Galang, 2021). It has been proven that employees‟
performance is linked to supervisory assistance (Mills et al., 2014). Previous research has
linked generalized supervisor assistance to a variety of positive career paths, including
employee achievement (Carlson et al., 2011). Superiors can serve as a connection among
the firm and its employees, and their actions can have a big effect on how employees feel
about the company's work-life policy. This, in turn, has an impact on employees' work
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 7

attitudes, which in turn has an impact on job effectiveness (Mills et al., 2014).
Organizational support had a considerable influence on employees' WLB, according to our
findings. We believe that employees who consider their company to be family-friendly
have greater WLB (Booth and Matthews, 2013). Furthermore, it has been discovered that
workplace supervisor help is a crucial situational resource for assisting employees in
reaching greater WLB (Ferguson et al., 2012). According to the JD-R (job-demands
resources) model, a supportive superior may make it simpler for workers to reorganize
work to accommodate family needs and have sufficient resources (Hammer et al., 2011).
Reciprocity offers the theoretical foundation for anticipating work-life advantages to be
positively returned by workers in the form of favourable behavior‟s and actions, despite
and in favor of the JD-R models (Lambert, 2000). Organizational High job demands,
according to the JD-R approach, Job resources excite people, drive work engagement, and
create beneficial results such as performance or organizational commitment, whereas job
resources lead to increased burnout and poor outcomes such as health complaints or
intents to quit (Bakker and Demerouti, 2007).

2.5. Mental and Physical Stress

Coronavirus began spreading over the world and was declared a worldwide epidemic in
2020, after which a lockdown was enforced with social distancing standards in every
public and private sector, excluding essential business with special conditions. As the
lockdown restrictions continued, a theme of mental health concerns emerged. Women and
lower-class males are frequently the most prone to stress multiplication throughout work
and home life due to established gender around work and family (Fan et al., 2019). During
the COVID-19 limitations, a survey monkey done by LeanIn.org in early April 2020
indicated that female were adversely affected by work-family stress in a consistent manner
with existing past study and other developing COVID-19 results (Flesia et al., 2020).
Despite greater female participation in full-time paid jobs, women continue to carry the
bulk of domestic and childcare obligations (Lyonette and Crompton, 2015). Working
women face significant pressures to compromise and balance home and work obligations
due to societal gender stereotypes, in which household tasks are still considered as the
primary domain of women (Craig and Sawrikar, 2009). Many women in our community
were trying to cope with the greater flexibility of professional and personal domains while
compromising their mental and physical health due to a lack of support (Aldossari and
Chaudhry, 2021). Despite the fact that insecurity of career and conflict in work & family
have historically been studied individually, with each having its own separate connections
with people's satisfaction (Burgard et al., 2009; Frone et al., 1996; Lam et al., 2014), we
concertize a stress proliferation process, with the strain of perceived occupational stress
resulting to the stress of WFC. In terms of sociodemographic factors, the findings imply
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 8

that the female gender is linked to greater stress levels. This is in line with the literature,
which shows that the psychological reaction to COVID-19 differs by gender (Liu et al.,
2020; Poonkiat et al., 2020). Emotional discomfort, anxiety in behaviors, sleeping
difficulties, anxiety, depression, anger, health worries, a sense of powerlessness, and
uncertainty are all well-documented psychological responses to epidemics (Huremović,
2019; Xiang et al., 2020; Cheng and Cheung, 2005; Asmundson and Taylor, 2020; Liu et
al., 2020). The impact of the COVID on working women is evident in both their mental
and physical health, according to the findings of the researchers, who found that women
were doing dual work during the epidemic, namely Work from Home and work for home,
which had a significant impact on their health (Sharma and Vaish, 2020).
3. Conclusion
Nowadays, Women are more sensitive to COVID-19-related economic repercussions due
to existing disparities in gender. According to a study, female rate of work loss owing to
COVID- 19 are 1.8 times higher than male job loss rates over the world, at 5.7 percent vs
3.1 percent, respectively. The COVID-19 crisis' gender impacts emphasize the disparities
in development toward gender equality. Indeed, in the 5 years from 2014 to 2019, progress
toward gender equality in the workplace and society remained largely unchanged
(Madgavkar et al., 2020). As per existing research, there are some clear gender inequalities
in terms of roles. According to our President, Ram Nath Kovind, "WFH Has Put Working
Women Under 'Triple Burden" (WFH Has Put Working Women under „Triple Burden‟:
President Kovind). As seen in Figure 1, all of the variables in this study are related to one
another. Supervisory support improves employee productivity, and with enhanced
efficiency, workers may better manage their career paths and work-life balance with the
help of their superiors and spouses. Otherwise, if productivity declines, employees will be
stressed, and their lives will become unbalanced.
The researchers summarized their study in figure 1 where the clear relationship between
the variables is clearly stated with gender-based influence on them. According to the
study, women are far more influenced by WFH than males in each examined variable.
while the domestic burden on women's shoulders in society is quite evident, which has a
significant influence on their quality of work and their inability to find time for their own
professional path, they have no choice but to compromise their aspirations. COVID-19
was a difficult time for people to cope with their losses, whether financially or
emotionally. Unemployment was widespread at the time of the outbreak, affecting both
men and women, but the job loss ratio was higher for women than for men, despite the fact
that women have been regularly exposed to discrimination for decades. Things are enough
unchanged for women in their working path from the glass ceiling, lower pay, lack of
opportunity, lack of support, unpaid work, and stereotype prejudice impact on their
Empirical Economics Letters, 21 (Special Issue 4): (June 2022) 9

personal as well as professional life. Men‟s faced issues are also a concerning matter while
long working hours and physical workplace also hurdling them for managing a work and
family life while a sudden outbreak impacted many businesses. Long working hours and a
physical workplace also hampered men's ability to balance work and family life, while a
sudden epidemic disrupted many businesses and occupations badly which resulted in high
turnover in epidemic time, and still, things are not so recovered from the loss. Instead,
WFH is also beneficial to women in many situations. Given all of the facts and findings,
policymakers should construct their Work from Home policies with these considerations
in mind, as well as provide greater assistance and direction to their workers who opt to
work from home.

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