As the world exits the COVID-19 pandemic, more and more companies are pushing for workers to “Return to Office”. Many are also expecting full-time in-person work and dismisses remote work (or Work From Home, a problematic term that I will expand upon later) as “not real work”. There have even been instances where companies that once promised remote work will be implemented permanently turning its back on workers that have structured their life accordingly and forcing them to come back to the office instead. This is done even in companies that according to their own statistics that remote work is more productive.

Opponents of remote work often use the term “WFH”, or Work from Home to describe remote work, and it is often described as a perk. They often believe that working from the office is the only way to do real work.

This is a clear case of the Principal-Agent problem. The managers of the company are supposed to be working for the benefits of the shareholders and maximizing the profit potential. Instead, managers fall to their personal crave for the sense of control. I know someone that manages his team from Toronto that he forces to go into the New York office everyday. After all, how can they know you are doing real work unless they get to force you to commute 2 hours each way? Knowing that someone was forced to lose sleep, gain anxiety, be more stressed, is simply an irreplaceable joy that remote work can never offer. #slam_dunk_argument

Even if we ignore the Principal-Agent problem and pretend there is no personal motivation for the managers making such a decision, and it was purely made for the benefits of the business, it makes no sense.

Companies usually pay their workers something called a salary, along with possibility other perks. All of these compensation have a singular purpose, make the employee happy enough to keep doing the job. If a company can pay someone $5k a month to do the job, chances are they won’t find someone at $10k a month if they deliver the same quality of products. It is the same theme as the Murphy’s law of combat, “Remember, your weapons are made by the lowest bidder”. Considering this, allowing workers more freedom in deciding where they want to live would be an obvious way of improving their happiness. A happier worker = A more productive worker, so a manager who is forcing their team to go into a shoebox office is engaged in active sabotage against the company interest.

The auto plants of Detroit shutdown because of cheaper costs of producing in Japan. Outsourcing labor is just one of the many ways of remote work, but somehow with the advent of new technology that allows for a programmer to code from anywhere in the world, they are somehow not doing “real work” unless they go to a desk that has the same Wi-Fi connection as any other Starbucks?

As a woman, the traditional office environment can often be actively hostile. From the increased potential of physical sexual assault due literally being in the same physical location, to the air-con temperature that is often too cold for women’s comfort, it is simply a space that is not friendly, and therefore reduces the productivity. Many woman are also expected to bear household chores, and there are way more stay-at-home moms compared to dads. The inability to participate in the working world from your kitchen counter has been a huge career barrier for many women.

The gender pay gap exists for a reason, prejudice. However, I argue the solution is simple, let capitalism take over. If a woman’s work quality is the same as their male counterpart, fire the guy and hire another woman. Gender pay gap exists? Good! Exploit it!

Societal attitudes towards work changes depending on the era. When computer programming first started, newspapers pushed that women are more suited to do the job, then thought as mere clerical work, because women are more “careful”. It was only after men realized the job was important that the prejudice against female coders started and programming became a male dominated domain. This shows that societal attitudes towards work and its relationship with gender has nothing to do with objective reality.

Different societies also have different attitudes towards work. In this video, the Japanese salaried worker spends most of his days travelling across Tokyo to meet with clients face to face to resolve matters that can often be done on the phone, because Japanese culture believes face-to-face meetings to be more “polite”. He also arrived at the office 40 mins before the official start time and had work even after arriving at home after 8 pm. Japan is not known for creating the biggest startups, perhaps for a reason. After all, how much brain space do you really have for creativity after such a long day?

Japanese work culture is also known to be very prejudiced against women, who often have no real path towards career success and are often expected to marry, baby, and quit. How far can an economy go that ignores half of its highly educated population?

By not opening jobs that can done remotely to remote workers, a company ignores the entire global population, apart from wherever they happen to have an office at. Remote work is not “Work from Home”, which usually leads to the logical fallacy of “You are at home for the entire day, therefore you are not working, therefore WFH is not working, therefore remote work does not work”. Remote work is just work in a different environment, one that can be adjusted to fit the individual needs much better than a standardized office environment, one that boosts productivity, and eventually revenue.

Ignoring women means ignoring 50% of the potential talent pool, mandating in-person work means ignoring 99.99% of the potential talent pool. Remote work is simply, work. An employee of any gender is simply, an employee.

Soviet Union is dead, but capitalism has been defeated.

All hail prejudice.