Unveiling the Hidden Downsides of Hybrid Working: How Remote Work Can Limit Career Development
Remote work can result in missed opportunities for promotion and career growth. Remote employees may be overlooked for in-person networking, mentorship, and visibility opportunities.
Employers need to ensure they create a level playing field, with equal and transparent opportunities, for example online networking opportunities or lunch and learns where employees can interact cross functionally and across organisational structures.
Research shows that remote workers, especially those from underrepresented groups, may face challenges in building relationships and gaining access to important information and resources that are crucial for career advancement.
Formal mentoring is a great way to create inclusion and can be done online (I recommend setting this as a formal process and ensuring equal access).
Ensure that all internal roles and promotions are advertised and go through a formal process, to ensure equal opportunity.
Lack of face-to-face interaction in remote work settings can lead to reduced visibility, recognition, and inclusion in decision-making processes, which can hinder career progression.
Informal sponsorship is important to be able to support underrepresented employees with career progression, literally reaching out to invite them to apply for roles you can see them doing and supporting their career development. Sponsorship should be encouraged at a top down level, setting clear expectations and approach.
Be self critical with your diversity, inclusion and equality strategy/approach.
Is it truly equitable and authentic? Is it a 365 day approach?
Or is it supporting Pride or Black History for one month a year?
Image: www.equitytool.org
Remote work can exacerbate existing disparities in career advancement, as employees with protected characteristics, such as race, gender, age, disability, and sexual orientation, may face additional barriers in remote work environments.
Is your workplace truly inclusive? Or is it exclusive to those who are disabled or may experience microagressions in the physical workplace? Does it include all ages?
Consider how you can remove any perceived or real barriers and invite all colleagues to support those who work remotely the majority of the time, to feel included and have a great experience in your physical workplace.
Employers that succeed in inclusion are mindful of these challenges and take proactive measures to ensure that remote work arrangements do not inadvertently create inequities in career development opportunities.
Kristal McNamara is a HR and Change Management Professional, Co Founder of Workwell PCS and Director of the Bristol Women in Business Charter.
