There are a number of misconceptions and generalizations about work from home, remote work, and hybrid work. If you read the pro-remote from home bloggers, nobody is in the office, nor should they be. The traditional business press says everybody’s going back to the office so just shut up and comply. So what’s the real work location situation?
What does the data say?
By using the US Census Bureau’s Household Pulse Survey, some interesting numbers are coming to light. According to the study, compiled by SelectSoftware Reviews, things aren’t what we might believe. Here are some of the more interesting work location statistics and what they mean. Remember, this is during or right after the height of the Covid pandemic:
- Colorado has the highest percentage of people who work from home at least one day a week at 37%. Mississippi has the lowest percentage at around 12%.
- Massachusetts has equal distribution of remote workers between men and women. In Colorado, slightly more women than men work from home.
- Money matters. In Massachusetts, people who make $200,000 dollars a year work from home a lot. Eighty-one percent of these folks work from home at least once a week. The lower the income, the more people are expected to be in the physical workplace. Those making less than $25,000 a year are less likely to work remotely. Only Utah has 20% of these people working remotely occasionally. In North Dakota, it’s less than 4% (excluding farmers).
- Education matters as well. In Maryland, if you have at least a bachelor’s degree there’s a good chance you sometimes work remotely. 59% of degree holders in Maryland take advantage of remote work.
- If you’re between the ages of 25-39, you’re more likely to work remotely than other age groups. Over 45% of workers that age in Massachusetts take advantage of remote and flexible work.
So, what does this mean?
- Clearly, not “everyone” works from home occasionally, nor will they. At best, the national average of those with a work location option is between 27%-33%.
- Education, salary, and position create privileges many people don’t have. The lowest paying wages in our society are for jobs in the service sector or involve manual labor. These jobs require being hands-on and present where the work takes place.
- What was called “knowledge work,” or “white-collar work,” is where remote becomes an option, and it’s a popular one. It appears that once you know how to do your job well, and the work allows for a remote option, people will take it. They’re voting with their feet when not being allowed at least some flexibility of work location.
- This needs to be acknowledged and we need to adapt to this reality. Having a central workplace won’t matter if 1/3 of your people don’t work there. It’s going to require new ways of working and collaborating. Becoming an employer of choice will demand accommodating workers where it makes sense.
Making decisions about how your workplace will adapt requires data. The information we’re working from now is about two years old, but tells a story you should hear.
How are you and your people adapting to the new world of work location?
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