Experiences of Finnish Defence Forces personnel on equality related to remote work— Career development opportunities and remote work agreements

This study investigates equality issues related to remote work, career development, and remote work agreements within the Finnish Defence Forces. A total of 868 employees participated in the study. A quantitative approach was used, and t-tests (n = 868) were conducted to assess statistically significant differences in experiences of equality concerning personnel promotion opportunities, job rotation opportunities, and the ability to accept work regardless of location as well as suitable remote work agreements. The comparison groups were hybrid workers versus on-site workers, soldiers versus civilians, and men versus women. The study found that the personnel do not generally think that on-site workers have better promotion opportunities than hybrid workers. Remote work was seen as promoting equal job rotation opportunities among personnel. Remote workers agreed with this opinion more than on-site workers, and the difference in opinion between both groups was highly significant. The majority of respondents, particularly hybrid workers, agreed that equality would be better achieved through individual agreements on remote work. However, on-site women workers was the only group with the opinion that strictly limited remote workdays promoted equality better than individual agreements. Hybrid workers were less supportive of the current limits, and significant differences were found between them and on-site workers. This study highlights the need for more flexible, individualised remote work policies to enhance workplace equality. The findings can inform the development of management strategies and remote work practices in organisations. Future research could explore the international and organisational variation of these effects and provide deeper insights into employees’ perceptions of equality in remote work environments by integrating qualitative and quantitative methods.