Remote work is seen as a means to balance professional and personal life, as well as to increase employment accessibility for mothers and caregivers. In this context, remote work may operationalise not only Article 31 of the EU Charter of Fundamental Rights, which pertains to fair and just working conditions, but also Article 23, which addresses gender equality. However, statistical data indicate that it is predominantly women who work from home, a trend that could potentially widen the gender gap between male and female workers in office environments. This may reinforce gender stereotypes and confine women to domestic roles. In light of these considerations, this paper aims to explore whether and how remote work could serve as an effective tool in bridging the gender divide within the EU labour market.
Is closing the gender gap through remote work a possible path? The EU agreements have their say
M. Russo
2026
Abstract
Remote work is seen as a means to balance professional and personal life, as well as to increase employment accessibility for mothers and caregivers. In this context, remote work may operationalise not only Article 31 of the EU Charter of Fundamental Rights, which pertains to fair and just working conditions, but also Article 23, which addresses gender equality. However, statistical data indicate that it is predominantly women who work from home, a trend that could potentially widen the gender gap between male and female workers in office environments. This may reinforce gender stereotypes and confine women to domestic roles. In light of these considerations, this paper aims to explore whether and how remote work could serve as an effective tool in bridging the gender divide within the EU labour market.I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
