As more companies adopt hybrid work models that combine remote work and office-based work, it's important to consider the potential for location bias to creep in. Location bias is the tendency to favour individuals or groups based on their geographic location, often to the detriment of others.
One way this can manifest in a hybrid workplace is through differences in access to resources and opportunities. For example, employees who are based in the office may have better access to networking opportunities, in-person meetings, and the latest technology, while remote workers may feel left out of these opportunities. This can create a sense of isolation and can lead to feelings of resentment or frustration among remote workers.
Another way location bias can impact a hybrid workplace is through differences in perceived value or productivity. Managers and colleagues may unconsciously assume that those who are physically present in the office are more committed, productive, or valuable to the team. This can lead to remote workers being overlooked for promotions, bonuses, or other rewards, even if they are performing just as well or better than their office-based counterparts.
To combat location bias in a hybrid workplace, it's important to be intentional about creating an inclusive culture where all employees are valued and have equal access to resources and opportunities. This may involve setting clear expectations for communication and collaboration, investing in technology that enables remote workers to participate fully in meetings and other activities, and providing training and support for managers and colleagues to recognise and overcome their own biases.
Ultimately, creating a truly inclusive hybrid workplace requires ongoing effort and commitment, but the rewards are worth it. By valuing all employees equally and providing them with the support and resources they need to succeed, companies can build stronger, more resilient teams and create a culture of inclusion that benefits everyone.
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