Discretionary rewards can motivate employees but increase social inequity. Before the COVID-19 pandemic, when supervisors had substantial discretion over whether and how frequently U.S. federal employees teleworked, those who did so several times a week liked most aspects of their jobs more than those who teleworked less, especially those who were denied telework. Though telework became a necessity rather than a reward during the pandemic, supervisor discretion is increasing during the return-to-the-office period, making unequal access to telework a potential site of social inequity. Using logit analysis on the Federal Employee Viewpoint Survey (FEVS) before and during the pandemic, we examine how race, sex, disability status, and sexual orientation affected who was denied telework and how job characteristics affected those decisions. Black, Latino, and younger employees and employees with disabilities were more likely to have telework requests turned down; differences by gender and sexual orientation barely existed.

中文翻译：

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谁在美国联邦服务部门被拒绝远程办公？


酌情奖励可以激励员工，但会增加社会不平等。在 COVID-19 大流行之前，当主管对美国联邦雇员是否以及多久进行远程办公有很大的自由裁量权时，那些每周进行几次远程办公的人比那些较少进行远程办公的人（尤其是那些被拒绝进行远程办公的人）更喜欢自己工作的大部分方面。尽管在大流行期间远程办公成为一种必需品而不是一种奖励，但在重返办公室期间，主管的自由裁量权正在增加，这使得远程办公机会不平等成为社会不平等的潜在根源。我们利用对大流行之前和期间的联邦员工观点调查 (FEVS) 的对数分析，研究了种族、性别、残疾状况和性取向如何影响那些被拒绝远程工作的人，以及工作特征如何影响这些决定。黑人、拉丁裔、年轻员工和残疾员工更有可能遭到远程办公请求的拒绝；性别和性取向方面的差异几乎不存在。