In the evolving landscape of
, ensuring that every employee has a fair and equal opportunity to succeed is not just a matter of good practice; it’s a cornerstone of a thriving and equitable workplace. One of the most significant threats to fairness in a hybrid model is proximity bias, the unconscious tendency to favor those we see more often in the physical office. This can inadvertently create a two tier system where remote employees may feel overlooked for opportunities, recognition, and career advancement. Actively combating this bias is crucial for making sure everyone has a fair chance.
Recognizing proximity bias is the first step. It can manifest in subtle ways, such as more informal check ins with in office colleagues, spontaneous discussions where decisions are made without remote input, or a greater awareness of the work being done by those physically present. Leaders and managers must be trained to identify these potential pitfalls and understand the impact they can have on their hybrid teams. Education and awareness programs on unconscious bias are essential for everyone in the organization.
Implementing structured and intentional communication practices is a powerful antidote to proximity bias. Establish clear norms for how information is shared, ensuring that all important updates and discussions happen on inclusive platforms accessible to everyone, regardless of location. Avoid making significant decisions in informal in office conversations. Instead, bring these discussions to scheduled meetings where remote team members can fully participate. Our article on inclusive communication strategies offers practical tips for this.
Performance evaluation must be based on objective criteria and outcomes, not on how often someone is seen in the office. Develop clear metrics and goals that are aligned with business objectives and apply them consistently across the entire team. Managers should be equipped with the skills and tools to effectively evaluate the performance of remote employees, focusing on contributions and results. This requires a shift in mindset from “time in seat” to “value delivered.” Learn more in our guide to performance management in hybrid settings.
Providing equal access to development opportunities is also key. Ensure that training programs, workshops, and mentorship opportunities are available and promoted equally to both in office and remote employees. Leverage hybrid technology to deliver engaging virtual training sessions and facilitate remote mentorship connections. Every employee should have the chance to grow and develop their skills, regardless of their work location. Making fairness foundational in your hybrid model requires ongoing vigilance and a commitment to creating a truly equitable environment for all.