The Intersection of Workplace Flexibility and Exercise by Gender, Race, and Ethnicity

Overview

This report examines the relationship between workplace flexibility and exercise among workers in the United States, with a focus on gender, race, and ethnicity. Using data from the 2017–2018 American Time Use Survey (ATUS) Leave Module, the study explores how access to employee-centered flexibility (e.g., flextime, remote work) and employer-centered flexibility (e.g., nonstandard schedules) impacts the likelihood of exercise. The report highlights disparities in access to flexibility and exercise rates across demographic groups and provides a baseline for understanding pre-COVID-19 trends.

Key Findings

1. Access to Flexibility:
   • Flextime: Over half of women across racial/ethnic groups reported access to flextime, with White women having the highest access (57.1%) and Black women the lowest (51.9%).
   • Remote Work: Access to remote work was less equitable, with Black (18.8%) and Latina (18.1%) women significantly less likely to have remote work options compared to White (32.8%) and Asian (30.8%) women.
   • Nonstandard Schedules: Black (39.2%) and Latina (41.4%) women were more likely to work nonstandard schedules compared to White (32.2%) and Asian (34.2%) women.
2. Exercise Rates:
   • Latinas (19.0%) and White women (17.9%) were most likely to exercise, while Black women (12.4%) had the lowest exercise rates.
   • Women in the top third of earners were 1.7 times more likely to exercise than those in the lowest third.
3. Impact of Flexibility on Exercise:
   • Employee-Centered Flexibility: Women with access to remote work were 41.6% more likely to exercise, with the strongest positive effects for Asian (165.7% more likely) and Black women (92.4% more likely). Flextime also increased exercise rates, particularly for Asian and Black women.
   • Employer-Centered Flexibility: Women on nonstandard schedules were 11.2% less likely to exercise, with Black women on nonstandard schedules 54.1% less likely to exercise.

Implications for Policy and Practice

• Expand Access to Employee-Centered Flexibility: Policies should prioritize increasing access to flextime and remote work, particularly for Black women, to promote healthier lifestyles and reduce health disparities.
• Reduce Nonstandard Schedules: Efforts to limit unpredictable and nonstandard work schedules can improve workers’ ability to engage in physical activity and improve overall well-being.
• Targeted Interventions: Addressing structural inequities in access to flexibility, particularly in low-wage and service-sector jobs, is crucial for advancing health equity.