{"id":55671,"date":"2022-03-30T12:47:03","date_gmt":"2022-03-30T19:47:03","guid":{"rendered":"https:\/\/www.creativecircle.com\/?p=55671"},"modified":"2022-03-30T12:47:03","modified_gmt":"2022-03-30T19:47:03","slug":"is-proximity-bias-affecting-you-or-your-business","status":"publish","type":"post","link":"https:\/\/www.creativecircle.com\/blog\/is-proximity-bias-affecting-you-or-your-business\/","title":{"rendered":"Is Proximity Bias Affecting You or Your Business?"},"content":{"rendered":"

\u201cOut of sight, out of mind\u201d is an adage from centuries ago<\/a> that lives on today. Merriam-Webster<\/a> defines it as when \u201ca person stops thinking about something or someone if he or she does not see that thing or person for a period of time.\u201d I had this concern about 25 years ago, when I applied to my then employer\u2019s new program for split in-office and home-based work. I worried: would not being in the office full-time jeopardize my career? As a self-supporting single mother, I considered the pros and cons of this three days in and two days at home arrangement. But family took precedence, and in all, I appreciated the opportunity to take part in this initiative.<\/p>\n

Fast forward to the 2020s and the disruption of life caused by the pandemic. COVID-19 changed the way many of us work and where that takes place. Those whose roles lent themselves to it moved from the office to a home work environment during the early stages of the pandemic. Since then, firms zigged and zagged on what to do and if\/how to bring employees back as various variants emerged. At the time of this writing, most employees remain ingrained in their home office. However, companies are starting to summon their troops to return to the fold. That may take the form of full-time in-office but, more commonly, a mix of office and home.<\/p>\n

As these categories emerged, so did terms to describe them. Welcome to \u201cremote work<\/a>,\u201d \u201cworking from home,\u201d or simply \u201cWFH.\u201d The \u201chybrid work model<\/a>\u201d pertains to an alternating office-home format. This blended design has become so popular that the World Economic Forum suggests \u201cHybrid working is here to stay<\/a>.\u201d<\/p>\n

To remote and hybrid add the traditional in-office group. All together, they conjure up a phrase that brings us to where this post began. It evokes the same potential fears I once experienced, but with a new world twist.<\/p>\n

And that is \u201cproximity bias.\u201d<\/p>\n

\u201cThe Road to the Top Is Paved with Being There\u201d \u2014 Jack Welch<\/a>, former CEO of GE<\/h3>\n

In one of his hits, singer\/songwriter Stephen Stills underscored the value of being front and center. He mused about what to do \u201cif you can\u2019t be with the one you love.\u201d His suggestion: \u201cLove The One You\u2019re With.<\/a>\u201d In the broadest sense, this theme refers to the role proximity plays in our lives. That includes the business world and our office lives. It raises a point fundamental to this post: will those in plain sight fare better in the eyes of their employers than those who are WFH and on hybrid schedules?<\/p>\n

That\u2019s the gist of proximity bias. The BBC<\/a> explains. \u201cProximity bias is an unconscious \u2014 and unwise \u2014 tendency to give preferential treatment to those in our immediate vicinity. Once a matter of who is based at HQ and who works at a regional office, the definition of proximity in today\u2019s business world is evolving.\u201d<\/p>\n

Studies show that people who are present receive more favorable treatment. What happens to those who are offsite? They may lose out. \u201cUnintentionally excluding remote workers from the most high-profile projects, insights, and relationship-building mitigates their chances to qualify for promotions, among other career and networking opportunities,\u201d reports Globalization Partners<\/a>.<\/p>\n

Additionally, firms may fail to hire the best employees by favoring candidates who attend interviews in person. The same principle applies to business decisions; communications factor into proximity bias too. For example, the views of those at the table at meetings may predominate and drown out what could be valuable input from others. \u201cAs a result, projects move more slowly because mistakes are made and misunderstandings arise.\u201d<\/p>\n

Do In-Office Optics Rule?<\/h3>\n

Can this happen to you or occur at your company? A word used in the previous section to describe the extent of proximity bias offers a clue: \u201cprevalent.\u201d Smack dab in the headline of a post on Bloomberg.com is a more pointed glimpse: \u201cBosses Admit to \u2018Proximity Bias.<\/a>\u201d The content gets right to it. \u201cAmong the biggest worries that executives have about remote work is a phenomenon known as \u2018proximity bias,\u2019 meaning that the people who choose to return to offices will get ahead, while those who stay at home will fall behind.\u201d<\/p>\n

This same news story lays out proximity bias by the numbers. A survey by Future Forum, commissioned by Slack<\/a>, explored this matter. The group engaged a sample of more than 10,000 white-collar workers. What were the top-line results? \u201cMore than four out of 10 executives ranked the potential inequities between remote and in-office employees as their number one concern.\u201d<\/p>\n

It also shines a light on another angle of this problem. \u201cWomen and minority workers are more likely than other groups to want to stay home, adding to fears that the return to office push could further exacerbate workplace inequalities.\u201d<\/p>\n

Note \u201cinequities\u201d and \u201cinequalities\u201d in the quotes. They are contrary to diversity and inclusion priorities. Will proximity bias thwart them? A Future Forum executive draws attention to this possibility. \u201cCompanies have to understand that their diversity efforts and their future of work plans are going to be linked,\u201d he says.<\/p>\n

\u201cProximity bias disproportionately affects certain groups of workers, including working mothers, those in lower cost-of-living areas, and those with disabilities,\u201d reports Ring Central<\/a>.<\/p>\n

How Companies Can Conquer Proximity Bias<\/h3>\n

Don\u2019t turn a blind eye. Proximity bias exists, and it\u2019s not going away on its own. \u201cAs with addressing most biases, the solution isn\u2019t to avoid the challenge, but to determine the best path to solve those challenges in a systematic way.\u201d That\u2019s the advice from Globalization Partners<\/a>. They add: \u201cWith proximity bias in the workplace, the solution is not to bring everyone back to the office, but to build guidelines and operating models that address this particular challenge, and account for distributed teams during both the big decision-making conversations and the small.\u201d<\/p>\n

Here are some of the ways:<\/p>\n

Start by being aware<\/strong><\/p>\n

The first step in overcoming any difficulty is to know it exists. Next comes owning up to it. Then you\u2019re poised to do something constructive. \u201cBe aware of it,\u201d recommends Qlearsite.com<\/a>, \u201cand make others aware; educate yourself and other managers about proximity bias, so it\u2019s top of mind.\u201d<\/p>\n

Train leadership<\/strong><\/p>\n

The reference to education above introduces the need for a full cycle of learning. That process entails training managers to understand the arc of proximity bias, including fine points. It engages them in developing action plans. The focus should be on ways to prevent this from happening. But it also includes backtracking to rectify the situation that may exist.<\/p>\n

Frame and stipulate<\/strong><\/p>\n

Put in place new principles and policies for work. Then share them with employees. Take a tip from How Proximity Bias Affects the Hybrid Workplace<\/a> from Thought Exchange. \u201cOn an organizational level, leaders need to be clear about what they are doing to minimize bias. This should include company-specific expectations about when and where work gets done and an outline of the process that explains how workers will be recognized and promoted.\u201d<\/p>\n

Reformulate productivity<\/strong><\/p>\n

\u201cEliminating proximity bias will require a rethink of how we approach remote work.\u201d This is where metrics come into play. \u201cProximity bias: the next big challenge for hybrid and remote work<\/a>\u201d explains. \u201cFor years, many managers focused on superficial productivity indicators such as time-in-seats over qualitative measures that reflect actual work. Reversing proximity bias requires a shift \u2026about what productivity looks like (and doesn\u2019t look like).\u201d<\/p>\n

Apply technology<\/strong><\/p>\n

\u201cProximity bias: how to avoid excluding hybrid workers<\/a>\u201d offers a checklist to turn the tide. Firms should up their technology spend. How? With \u201cbetter videoconferencing systems, interactive whiteboards and survey solutions for regular check-ins.\u201d<\/p>\n

Thought Exchange<\/a> touts tech too. \u201cBring everyone into the same (virtual) room, even if only as individual rectangles on a screen\u201d via video conferencing. And \u201cfor organizations that will maintain an office, set the requirement that everyone dials in from their desk.\u201d For a live session, forward an agenda in advance to solicit ideas; and be sure to use collaboration software. What\u2019s an informal tool to guard against proximity bias? Instant messaging. And an Enterprise Discussion Management (EDM) platform \u201coffers a way to scale meaningful conversations across your entire organization digitally.\u201d<\/p>\n

Go top-down<\/strong><\/p>\n

\u201cLeading by Example<\/a>\u201d comes from Fast Company. \u201cLeaders need to show that remote working is viable and attainable.\u201d Do so by modeling behavior \u2014 work at home at times in a way that\u2019s visible, such as holding meetings from that venue. Ring Central<\/a> reinforces this notion. \u201cLeveling the playing field for hybrid workers means embracing this new workplace model at all levels of the business. Executives should also work hybrid schedules in order to eliminate any stigma from working from home and to send a message that remote work is valid and valued.\u201d<\/p>\n

Take a full roll call<\/p>\n

\u201cPreventing Proximity Bias in Hybrid Work Is Key to Closing Equity Gaps<\/a>\u201d takes on the equity issue. To set parameters for remote work, get feedback from all employees. Don\u2019t make decisions without it. \u201cIf critical voices are not part of discussions that impact the entire company, leaders risk alienating a huge portion of their talent pool.\u201d An HR exec<\/a> suggests: \u201cCompanies need to evaluate their inclusiveness and build in processes designed to level things up between remote and office workers.\u201d<\/p>\n

Assign a dedicated resource<\/p>\n

\u201cProximity bias is real. Returning to the office could make it worse<\/a>\u201d is the headline in a post on Protocol.com. But it offers remedies. One is to install a person to lead remote operations. \u201cIt needs to be someone\u2019s job to create equitability and work to make the workplace inclusive and work against proximity bias.\u201d<\/p>\n

Employees: Listen Up<\/h4>\n

What can employees on WFH and hybrid schedules do to try to shield themselves from the effects of proximity bias? Pulling from my own experience, I offer the following points.<\/p>\n

    \n
  • Be readily available and amenable.<\/li>\n
  • Speak up; offer your feedback and constructive ideas.<\/li>\n
  • Communicate clearly, constructively, and regularly, but not unnecessarily or annoyingly.<\/li>\n
  • Provide your insights and especially your services.<\/li>\n
  • Volunteer for projects.<\/li>\n
  • Let it be known you are interested in taking on challenges and responsibilities.<\/li>\n<\/ul>\n

    Is proximity bias inevitable? If not recognized and grappled with directly, it may be. But as this post shows, there is much recent content available on this topic. That\u2019s a good thing. Use it; bring it to the attention of influencers and decision makers. And do your part in keeping proximity bias at bay.<\/p>\n

    About the author.<\/span><\/b>
    \nYou name it, she covers it. That\u2019s the can-do attitude Sherry M. Adler brings to the craft of writing. A polished marketing and communications professional, she has a passion for learning and the world at large. She uses it plus the power of words to inform and energize stakeholders of all kinds. And to show how all of this can make a difference, she calls her business WriteResults NY, LLC.<\/span>\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

    \u201cOut of sight, out of mind\u201d is an adage from centuries ago that lives on today. Merriam-Webster defines it as when \u201ca person stops thinking about something or someone if he or she does not see that thing or person for a period of time.\u201d I had this concern about 25 years ago, when I […]<\/p>\n","protected":false},"author":4,"featured_media":55672,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[75],"tags":[],"class_list":["post-55671","post","type-post","status-publish","format-standard","hentry","category-employer-insights"],"acf":[],"yoast_head":"\nIs Proximity Bias Affecting You or Your Business? | Creative Circle<\/title>\n<meta name=\"description\" content=\"Studies show that people who are present receive more favorable treatment. What happens to those who are offsite? 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