In some ways, remote work has lessened types of workplace discrimination, including discrimination based on gender, race, looks, sexual orientation, religion, age, and physical abilities. However, thanks to technology, public social media profiles, and mandatory on-camera video calls, discrimination in remote settings still exists.
One of the most dangerous aspects of discrimination in remote settings is that the absence of physical presence may reduce accountability, allowing discriminatory behavior to go unnoticed and unaddressed.
For some minority remote or hybrid workers, biases are exacerbated when working from home because, on top of being discriminated against for one thing, they’re considered lazy by their in-office counterparts.
The results of remote work discrimination are being brought to the forefront as they result in unequal pay, fewer promotion opportunities, exclusion from meetings, and less accessibility to workshops and education.
What Causes Discrimination in Remote Settings?
Discrimination in remote work settings can stem from various factors, such as implicit biases, lack of diversity and inclusion initiatives, and the absence of direct face-to-face interactions. Implicit biases can also influence hiring decisions, work assignments, and promotions, leading to unequal opportunities for certain groups.
Additionally, in virtual environments, communication relies heavily on written messages, which may be misinterpreted without non-verbal cues, leading to misunderstandings and animosity.
Impacts of Remote Workplace Discrimination
Discrimination in remote work settings can significantly impact individuals and organizations.
Firstly, it erodes the well-being and mental health of affected employees, leading to decreased job satisfaction, increased stress, and a decline in overall productivity. Discrimination can also result in high employee turnover rates, damaging company morale and cohesion.
A discriminatory remote work environment may also create a toxic company culture, hindering collaboration, trust, and team effectiveness. It stifles creativity and innovation by discouraging diverse perspectives.
If not quickly addressed, it may tarnish the company’s reputation, making it less attractive to potential employees, clients, and business partners. From a legal standpoint, discrimination can lead to costly lawsuits and damage a company’s public image.
Addressing discrimination in remote work settings is a moral imperative and crucial for fostering a healthy, inclusive, and prosperous work environment. Ultimately, a company with rampant discrimination will have difficulty adapting and thriving in a competitive global market.
Steps HR Can Take to Minimize Discrimination in Remote Settings
To mitigate discrimination in remote work settings, companies must promote diversity and inclusion, raise awareness about biases, and implement clear and fair policies that promote equal opportunities for all employees, regardless of their location or background.
Rethink Your Hiring Process
An old, yet still relevant, study from the University of Washington proved that 90 to 95% of people have roots of unconscious prejudice, aka implicit bias. Make your team more aware of these possibilities and implement new hiring strategies, such as blind hiring and sticking to a consistent interview dialogue.
Avoid Favoritism
Do your best to not give preferential treatment to any particular employee(s). While forming a bond with someone you see in the office daily is easier than forming one with a remote employee, ensure you give all employees equal opportunity and treatment.
Create All Meetings Equally
Take time zones and work hours into account when scheduling meetings. To ensure everyone has an equal opportunity, consider making all meetings remote. On-site employees can attend from their office or cubicle. Virtual meetings give all individuals equal opportunity to be present, share ideas, and be seen.
Make Employees Feel Safe and Heard
Don’t take claims of discrimination lightly. Aside from comprehensively training your employees about conduct and inclusive company culture upon hiring, ensure they know who they should report to when they have an issue. Individuals should feel heard, safe, and respected in the case that they need to report discrimination.
