The Problem of Proximity Bias 

At the height of the pandemic in 2020, our collective experiment with widespread remote work was still in its early stages. While many employers began to weigh the pros and cons of permanent hybrid work options—others, notably in the finance sector, remained defiant. Goldman Sachs CEO David Solomon referred to remote work as an "aberration" that his organization would "correct as quickly as possible." JPMorgan Chase CEO Jamie Dimon said remote work "doesn’t work for those who want to hustle."

In 2022, this "aberration" is becoming the new standard for many workers. A study from the University of Chicago's Booth School of Business also found productivity throughout the pandemic to be higher than anticipated:

"In an analysis of the data collected through March 2021, [researchers found] that nearly six out of 10 workers reported being more productive working from home than they expected to be, compared with 14 percent who said they got less done. On average, respondents’ productivity at home was seven percent higher than they expected. 40 percent of workers reported they were more productive at home during the pandemic than they had been when in the office, and only 15 percent said the opposite was true. The researchers argue that the work-from-home trend is here to stay, and they calculate that these working arrangements will increase overall worker productivity in the U.S. by five percent as compared with the pre-pandemic economy." [emphasis mine]

Additionally, Slack’s Future Forum survey of more than 10,000 employees and leaders found that around 40 percent of executives ranked potential inequities between remote and in-office workers as their top concern. However, those same leaders are twice as likely to prefer office-based work arrangements, contrasting with the preferences of their employees. Leaders of hybrid workforces must understand and support the needs of their employees while also working to reduce any resulting inequities.

"If the office reopens and executives are first in the office, and even if they say you have a choice whether or not to come in, it sends a very powerful signal that the choice you have now is between your family or your career,” said Darren Murph, GitLab’s Head of Remote. “If you have two playing fields to administer, they are inequitable by design."

DEI and Remote Work

Diversity, equity, and inclusion are hugely important, not only ethically, but also for an organization’s bottom line, as businesses that prioritize DEI are more profitable and experience increased employee retention. As part of efforts to create more inclusive environments, leaders should also take this opportunity to set clear expectations for hybrid arrangements and choose the right work model to ensure employees have the best opportunities to connect with their colleagues and managers. The Future Forum survey referenced above also found that demographically, white male workers are spending the most time in the office, whereas women, people of color, and working moms are more likely to embrace flexible working arrangements. At its worst, proximity bias can entrench existing workplace inequities, putting employees who are already marginalized at further disadvantage.

Like all biases, proximity bias is a part of the cognitive decision-making process our species evolved to prioritize group safety. But in the modern world, the prioritization of in-groups doesn’t necessarily equate to sound judgment. Making decisions based on data and accrued knowledge can help ensure that our innate preferences for those nearest to us doesn’t result in favoritism or reduced opportunity for remote workers.

Proximity bias is subtle but nefarious, allowing people to create a halo effect around those nearest to them and relegating others with less contact to fewer opportunities for advancement and development. To maintain worker trust and build a culture of collaboration, it’s imperative for leaders to understand and confront these biases for a more cohesive and equitable environment for everyone—otherwise, their best employees will seek out new roles that better meet their needs.