Often, employees working remotely may be perceived as less visible, leading to fewer promotion opportunities compared to their in-office counterparts. To address this, companies must take deliberate steps to ensure fairness and equal access to advancement opportunities for all employees.
A survey of nearly 1,000 UK managers by the University of Warsaw earlier this year revealed that 11% of managers were less likely to promote staff who worked entirely from home compared to those who were office-based. Additionally, seven per cent were less likely to promote hybrid workers.
Zofia Bajorek, a Senior Research Fellow at the Institute for Employment Studies (IES), suggests that this could be due to proximity bias from managers. Proximity bias occurs when managers favour employees they see more frequently, often equating physical presence with productivity and commitment.
Implement clear, outcome-based evaluation criteria
One of the most effective ways to ensure fair promotions is by adopting clear, outcome-based evaluation criteria that apply equally to all employees. Traditional promotion assessments often rely on factors like visibility in the office, which can unintentionally disadvantage remote workers. Shifting the focus to specific, measurable performance metrics like project completion rates, quality of work, and impact on team goals, allows you to objectively assess each employee’s contribution.
Establishing transparent evaluation processes also helps to eliminate potential biases. Companies should document performance expectations, review processes, and promotion criteria to ensure that all employees, regardless of location, understand what is required to advance. Additionally, providing training to managers on recognising results-driven contributions helps reinforce a culture that values outcomes over presence, creating a more level playing field.
Standardise opportunities for professional development
Access to professional development opportunities is another key factor in reducing the promotion gap. Companies should ensure that training programmes, skill-building workshops, and leadership development opportunities are equally accessible to both remote and in-office employees. Virtual training sessions and online courses can help remote employees build skills and remain competitive for advancement, while office-based employees can participate in similar programmes, either online or in person.
In addition, companies can offer mentorship programmes that are inclusive of remote workers. Pairing remote employees with mentors who work in-office can foster professional growth, while also increasing their visibility within the business. When remote and in-office employees are offered equal chances to develop skills and network, companies create a workforce that is more cohesive, skilled, and promotion-ready across the board.
Enhance communication and visibility for remote workers
Communication and visibility are essential in overcoming the promotion gap. Remote workers often miss out on informal interactions in the office, which can limit their visibility to decision-makers. To address this, companies should implement strategies that keep remote employees connected and engaged. Regular virtual meetings, including team standups, companywide updates, and project check-ins, allow remote employees to stay informed and visible to managers and colleagues.
Managers can also play a pivotal role in bridging this gap by scheduling regular one-to-one check-ins with remote employees. This consistent communication helps remote workers feel supported, provides opportunities for feedback, and keeps them aligned with team and company goals. Additionally, using project management tools where team members can track progress and achievements allows remote employees to showcase their work and contributions more visibly.
Foster an inclusive culture
Creating an inclusive culture that values all contributions, whether remote or in-office, reinforces fairness in promotions. Companies can cultivate inclusivity by celebrating achievements in ways that are accessible to everyone, such as during virtual team meetings or company newsletters. Recognising both remote and office-based employees publicly builds morale, fosters engagement, and strengthens the bond between employees working in different settings.
Moreover, managers should be trained to recognise and mitigate potential biases. Educating leaders on the importance of diversity in work styles and locations promotes a culture that values outcomes and contributions rather than physical presence. By fostering inclusivity, companies can create a work environment where all employees feel equally valued and respected, regardless of where they work.
Bridge the gap
As the workplace continues to evolve, it is crucial for employers to address the promotion gap between remote and office-based employees. Bridging the gap requires deliberate action, structured processes, and an inclusive culture.
By implementing fair and inclusive practices, organisations can ensure that all employees have equal opportunities to advance their careers, regardless of where they work. This not only benefits the employees but also strengthens your company by leveraging the full potential of its diverse workforce.
Looking for a talented professional to join your team, or a new opportunity? Contact your nearest Reed office today and talk to one of our specialist recruiters.
