For decades, a seemingly trivial issue — who gets the best parking spot and office — has ignited officewide tension. Employees grumble over who gets to park where and how offices were allocated (or who got an office with walls in the first place), exposing deep resentments about favoritism, status, and fairness.
These days, a new “parking spot” fight is emerging – not over the office lot, but over who gets to work remotely and how often. As companies grapple with return-to-office mandates and hybrid schedules, decisions about who works where are becoming a flashpoint. Research confirms what many business leaders already sense: inequality in remote work is growing. High-income, highly educated employees are far more likely to have remote options, while most others are not. For jobs paying around $30,000, remote work is rare; for those earning over $200,000, more than 30% offer part- or full-time flexibility. Many of the executives we talk to in our executive edu
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