The hybrid workplace is here to stay. Here’s how to design it to be fair WorldAhead
, happier and healthier workers and lower emissions are just some of the benefits of the great work-from-home experiment. Another hoped-for upside is increased workplace fairness. With workers stuck at home, appearing in similar-sized, randomly arranged rectangles on video calls and unable to suck up to bosses in the office, diversity-and-inclusion types had hoped that the pandemic would be the “great leveller”.
That is because workers have different preferences about office work, and those differences are not distributed randomly. Given the choice, women, minorities and parents with young children will spend less time in the office. If the past is anything to go by, they will pay a price for this, losing out on pay rises and promotions because employers—often subconsciously—value physical presence. Women and minorities are also more likely to quit if an employer insists on full-time office-based work.
Firms that promise not to penalise remote workers must ensure that such workers have access to the same resources as everyone else. This also means investing in fair processes. Covid-19 has not wiped out biases about people who work from home. Workplace design that circumvents such biases will be even more important than before. Decisions about pay and promotion must be made in clear and measurable ways.
Employers who demand a full-time return to work will lose talent and probably become less diverse. A survey byResearch found that 39% of white men were a flight risk in such circumstances, but 47% of non-white workers and 48% of women said they would resign or start looking for a new job. Mothers were two and a half times as likely as fathers to say they would quit.One firm’s flight risk is another’s opportunity.
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