Since 2000, women's representation in health professions has increased steadily across the globe. In 2019, nearly half of all doctors in countries in the Organisation for Economic Co-operation and Development were women. And labour force survey data from 57 countries indicate that the majority of health-care workers in higher wage occupations under the age of 40 years are women. Although progress in women's representation is worth celebrating, numerical parity belies the challenges women continue to confront in medicine.

Analyzing the dynamics of remote work with an intersectional lens—one that pays attention to the compounding impacts of gender, race, Indigeneity, immigration status, disability and other factors—allows us to understand how different groups may be experiencing this transformation in work culture. While remote and hybrid work models have improved many workers’ lives, they are also associated with career penalties, work-family conflict, higher stress levels, and other mental health challenges—particularly for those who were already experiencing inequity. Many of these disadvantages come about not because of anything inherent about remote work but because of the biases, stereotypes and social norms surrounding paid and unpaid work. Organizations therefore need to take measures to ensure well-being and fairness for all employees who are now working from home.

As pandemic restrictions have eased, many of us are still working from home. Whether in a hybrid arrangement or working remotely full-time, a lot of people prefer skipping their commute to enjoy a more relaxed working environment. Statistics Canada reports that 80 per cent of those who began working remotely during the pandemic would prefer to continue working at least half of their hours at home. The way that people perceive and experience work has changed drastically over the last two years.

The widespread shift to remote work during the COVID-19 pandemic has brought about many questions on the future of work. A recent survey by Microsoft of 31,000 workers in 31 countries suggests that 52% of employees are somewhat or extremely likely to prefer hybrid or remote work in the year ahead, and 53% of employees are more likely to prioritize their wellbeing over work than before the pandemic. The way that people perceive and experience work has changed drastically over the last two years. But how have marginalized workers specifically been affected by the shift to working from home? And what types of work design will best facilitate equity, well-being, and opportunity for workers moving forward?