A four-day workweek has enormous potential to enhance gender equality in the workplace. The traditional five-day workweek, designed for an industrial economy, has become outdated, particularly in a service-sector-dominated economy with dual-income households. This working model often exacerbates gender inequality, especially in terms of unpaid care work and pension gaps.
One significant benefit of a four-day workweek is its potential to redistribute unpaid care work more equally between genders. Women often bear the brunt of unpaid care responsibilities, leading to reduced working hours and consequently lower pension contributions. A four-day workweek could help women stay in full-time employment or rejoin it, thus increasing their pension savings and reducing the gender pension gap. Studies show that women contribute around 17% less to their pensions at the start of their careers compared to men, and this discrepancy widens to 56% by retirement.
The policy also promises to enhance work-life balance, making it easier for women to manage both professional and domestic responsibilities. During the COVID-19 pandemic, data indicated that men took on more housework, highlighting the potential for a rebalanced division of labor at home. Additionally, a shorter workweek could reduce the reliance on paid childcare, easing financial burdens on families and improving employee retention due to better overall well-being.
Countries and companies experimenting with a four-day workweek, like Microsoft Japan and several pilot programs in Iceland and Spain, report maintained or even increased productivity alongside reduced stress levels. This new work model has demonstrated that with proper planning and adjustments, productivity does not suffer; rather, employee satisfaction and engagement improve.
Ultimately, a four-day workweek could be a key step towards creating a more equitable workplace by addressing the structural issues that perpetuate gender inequality. It promotes a healthier work-life balance, better mental health, and a more inclusive economic system where both men and women can thrive professionally and personally.
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ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.
