In the 2000 census, nearly 4.2 million, or 3.2% of American workers, labored where they lived. Since then, the American Community Survey (ACS) 5-year estimates document a continuous rise. By 2020, over 11 million people, or 7.3% of the U.S. labor force, reported their primary job was mostly performed at home. The 2021 ACS one-year estimate was 27.6 million people primarily working from home nationwide, or 17.9% of employees. (3) Between 2016 and 2022, the median annual percent change in the number of women using modern contraceptives totaled 5.8 percent in GFF partner countries versus 4.3 percent in GFF-eligible countries. Similarly, the median annual percent change in the number of children who received three doses of DPT vaccine was 0.8 percent in GFF countries versus –0.3 percent in GFF-eligible countries.
The question of how various factors will shape WFH patterns in the future remains unanswered. Correspondence analysis has been used by many researchers in recent years to address categorical data problems by providing interesting and latent patterns from unsupervised data. This study explored the latent patterns from survey data using a robust categorical remote work statistics data analysis method known as cluster CA. C2 is the cluster that presents the pattern of people who plan to WFH several days a week after the pandemic. This group had experiences with WFH 1–2 days a week before the pandemic outbreak, and their work mode switched to WFH every day during the pandemic due to their employers’ policies.
1. C1- strongly oppose WFH due to less productivity
In April 2020, those from both the White and Ethnic minority groups had broadly the same proportions of people doing some work from home (46.4% and 48.1% respectively). While more and more work is getting automated and can be performed remotely, certain activities can hardly be performed off-site. In addition, many Silicon Valley startups were forced to flee their locations and sell co-working spaces, homes, and cars. The upkeep was too expensive while the facilities and vehicles were underused due to the quarantine. Workers also moved from the expensive Bay Area to more affordable locations — where they could rent or buy homes with more room to accommodate remote work.
Simultaneously, a significant 28.2% of employees have adapted to a hybrid work model. This model combines both home and in-office working, offering flexibility and maintaining a level of physical presence at the workplace [1]. When asked about one’s “sexual orientation” rather than gender, 39% of LGBT respondents teleworked at least one day in the last week, considerably more than the 30% of straight respondents. It is important to recall, however, that the HPS is still experimenting with measures of gender and sexual orientation and so, these figures should be regarded with caution. Decennial censuses show home-working was declining, both absolutely and relatively, from 4.7 million in 1960 to 2.2 million in 1980 (at right, top). Between 1980 and 1990, however, the Census Bureau reports a 56% rise, to 3.4 million people.
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In 2013, then new Yahoo CEO Marissa Mayer controversially banned working from home for Yahoo staff, citing a desire for increased worker productivity and a more communal company culture through co-presence (Goudreau, 2013). The lingering effects of this shift will have lasting implications for not only the future of remote work and hiring practices, but also on how societal infrastructures will respond to changing priorities with regard to commuting patterns and urban resiliency. Working remotely has become a mantra for the younger generation in recent years due to the increased flexibility that it offers. When the COVID-19 pandemic started to spread throughout the world, many agencies shifted towards work from home (WFH) policies due to widespread lockdowns and the necessity of decreasing the spread of the virus. This new work culture has created a cultural paradigm shift for both workers and employers.