Topic: women at work
The hybrid work bias and how it affects women
8 minute read
By Chloe Mumford
With 28.2% of workers adapting to a hybrid work model, researchers can now see the positives and negatives of hybrid working. While it offers many benefits, ‘proximity bias’ can put hybrid workers at a disadvantage, and according to research, women bear the brunt of it. Findings from YouGov’s Workforce Insights study indicate that women have a stronger preference for hybrid working, with 72% of women wanting a flexible working location, compared to only 57% of men.
In this article, we’ll explore the concept of proximity bias, how it impacts women, and what strategies organisations can employ to prevent or stop the bias from occurring.
Proximity bias and its impact on hybrid workers
How proximity bias affects women
What can organizations do to mitigate hybrid work bias?
Provide hybrid workers with access to mentoring and sponsorship
Don’t rely on text-based communication
Research shows that most people understand information better when communicated visually, such as through a video call. Video calls provide a more personal connection, allowing people to read non-verbal cues, such as facial expressions and body language, and foster a sense of presence. That’s why when giving remote workers new tasks, it’s more effective to discuss it over a video call, instead of an email or online message.
It’s more efficient and allows the worker to ask questions, get clarification, and express any concerns they may have. This prevents potential delays or errors caused by unclear instructions. Calls allow for a more open discussion, whereas in emails information may get misconstrued.
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