Flexible Work, Flexible Penalties: The Effect of Gender, Childcare, and Type of Request on the Flexibility Bias

Although flexible work arrangements have the potential to reduce gender inequality and work-family conflict, the implications of requesting flexible work are poorly understood. In this paper, I argue that because flexwork arrangements in the United States are ambiguous and uncertain, people draw on cultural beliefs about gender to define flexwork and evaluate flexworkers. I conducted a controlled online experiment to examine the consequences of making a flexible work request and to examine how these consequences vary by accommodation type and by gender and parental status of the requester. Participants evaluated employees who requested flexible work more negatively than employees who did not request flexible work, and evaluated workers who requested telecommuting (or flexplace) arrangements more negatively than workers who requested flextime arrangements. Men and women who requested flexible work for reasons related to childcare were evaluated more positively than those who requested flexible work for reasons unrelated to childcare. I also found evidence of a fatherhood bonus. Men who made flexplace requests to care for a child were significantly advantaged compared to men who made flexplace requests for reasons unrelated to childcare. They were also advantaged compared to women who made flexplace requests to care for a child.