Virtual and hybrid workplaces have become so commonplace that many of us have adjusted to either remote work or to operating on teams that have other remote workers. It's no longer a rarity for teams to have remote colleagues or flexible arrangements with in-office work. This has of course been amplified by the pandemic that forced organizations to become as remote as possible.
However, while many of us may feel comfortable in these contexts, virtual teamwork can easily become detrimental if organizations don't ensure that remote workers are well-supported. Part of ensuring this involves addressing what is known as proximity bias. Proximity bias refers to our brain's tendency to show favoritism toward employees that are physically close to them. This makes sense given that unconscious bias is a result of our brain's self-protective desire to stick with the familiar, but it can impinge your DEI efforts and reduce your team's overall productivity.
Here are five ways that you can address proximity bias in the workplace:
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Use Measurable Performance Goals
It can be very easy to fall into patterns that we don't realize are actually reinforcing our biases. This is particularly true of proximity bias because there is no visible reminder to account for the way you might be favoring in-person team members. One way to help shed light on this and hold leadership accountable is by making sure all performance goals are clear and measurable. This gives you a framework for evaluating how employees are doing, as well as gauging when it may be necessary to check in with them.
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Systematize Performance Evaluations
In addition to establishing clear, measurable goals, it's a good idea to have a pre-established process for carrying out performance evaluations. There are many different ways in which bias can surface when carrying out performance reviews, so the more structured and objective the process is, the less likely leadership will be to make unfair judgments and decisions when it comes to raises, promotions, and feedback for future growth.
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Check-In Along The Way
When we are working in an in-person environment, check-ins often occur organically. It's easy to walk past someone in the hallway and ask them about their progress, or to offer support when you walk past their desk and happen to have a free moment. Part of combatting the negative effects of proximity bias is to build check-ins with remote workers into your calendar. These can be brief ten- or even five-minute phone calls, but they will show remote workers that you value their contributions just as much as everyone else.
This can also help prevent remote workers from feeling isolated or left out. Further, it encourages remote workers to reach out more readily when they encounter challenges because they will feel that in-office workers are available and engaged with them.
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Be Conscientious About Email Communications
Remember to copy everyone involved on email chains! It might sound silly, but generally speaking, it's better to err on the side of sharing more information than less.
Additionally, as mentioned above, many communications occur in brief, passing interactions when we are working face-to-face with our coworkers. Be vigilant about sharing information in a transparent and forthcoming way with remote workers.
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Consider Your Decision-Making Structures
Depending on the structure of your organization, it may be useful to consider how involved remote workers are in decision-making processes. When possible, encourage teams to reach decisions in collaboration with one another. This helps ensure that remote workers are aware of updates as they occur, that they feel valued and included in processes that affect their work, and that they are not negatively impacted--even on accident--by decisions that in-person coworkers may not have already considered.
While we may be growing accustomed to a global, hybrid workforce, it's important to remember that humans are still liable to favor in-person interactions. The above tips are simple but effective ways of helping your teams remain integrated and are able to function as smoothly and inclusively as possible.
Want to learn more about addressing different kinds of bias? Watch one of our on-demand webinars on Cultural Bias or Racial and Ethnic Bias here.
