One thing that Covid-19 taught us is that working from home is not only possible but for some workers, actually preferable. But as pandemic restrictions are easing, more and more businesses have workers returning to the office, and for others, this could still be challenging.
To avoid favouring those who are physically present at the office, a hybrid workforce wherein employees are given the freedom and flexibility to work part of the time at home may be the answer.
Proximity bias occurs when “preferential treatment is given to those working within the office environment,” explains top recruitment consultancy jobs site, Hays.
In a recent release, Hays CEO Alistair Cox warned that while today’s working arrangements have advantages for both employers and employees, they also have their shares of challenges, including proximity bias.
This type of bias could traditionally be seen in the workplace in terms of how closely someone sits with the company’s leadership.
But as work has evolved, especially due to the pandemic, its meaning is now more related to those who are actually physically present at the office in comparison to those who work from home.
“There are many dangers that proximity bias brings to the workplace, and simply assuming it is not happening in your own business is unrealistic.
One obvious danger is the subconscious exclusion of people from having the opportunity to work on big projects generated from the centre or working on a major new client account,” said Hays CEO Cox.
Business owners would do well to watch out for employees feeling left out, as this could lead to them being unhappy and disengaged, which can affect the organisation as a whole.
Mothers, informal caregivers, or those living with disabilities, may be among the most impacted, as they face challenges in going to a physical office.
“Hybrid working, therefore, helps these groups. If you are showing favourable treatment to workers in the office, you can cause a negative impact on your workforce diversity,” Mr Cox added.
He went on to offer tips on how leaders can prevent proximity bias within workplaces.
1. Promote hybrid working and lead by example
“Remember, action speaks louder than words and people look to their leaders’ own approach to interpret what is really valued. So, if you are coming in every day, work from home sometimes and show others that you trust and value their input when working away from the office,” he said.
2. Hold inclusive meetings
No matter where they are working from, employees should feel welcomed. Therefore, organisations should be mindful to be inclusive in their thinking and interactions.
Mr Cox says important meetings could be held virtually, “That means everyone is on a level playing field. If that’s not possible, be aware of how inclusive you are being of the whole group. Importantly, make sure business-critical decisions are not being made in one meeting. If an idea comes to light between you and others who are in the office that day, arrange a follow-up with all of those working remotely.”
3. Invest in updated technology
Organisations will also do well to invest in technology that will serve their employees—both those who work n the office and those working remotely—best.
4. Engage your employees
Business leaders can also request feedback from employees as to how they feel about proximity bias in order to address it if needed.
The release from Hays also includes a quote from Sandra Henke, Global Head of People and Culture at Hays, who said, “Make sure you have the necessary open channels of communication, so employees are able to voice their concerns or provide feedback. Ensure all employees, no matter where they are based, are taking part in company and team activities, so they don’t feel left out. Remind your team that you are all in it together, every employee – whether they are in the office or at home – has a role to play in sustaining the company’s culture in the next era of work.”
Hays Singapore has been one of the country’s leading recruitment companies for over a decade. /TISG
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