There are times where we all have experienced some form of unconscious bias whether it is in school, home, or workplace, proximity bias is related to this.
Definition of Proximity Bias
The recent shift to remote and hybrid work has highlighted a “visibility” concern for many employees. Proximity bias refers to the tendency of people in positions of power to favor workers who are physically closer to them. This bias stems from the outdated belief that remote workers are less productive than those in the office.
These findings are troubling for several reasons, one of which is that prejudice against remote workers exacerbates other workplace inequities. Underrepresented groups have a stronger preference for hybrid and remote work. One survey revealed that 21% of white knowledge workers want to return to full-time, on-site work, compared to just 3% of Black knowledge workers. Professionals from marginalized communities often face discrimination and microaggressions in the office. Remote work reduces the likelihood of encountering these prejudices and the pressure to constantly code-switch. For many BIPOC workers, permanent remote work significantly improves mental health.
When proximity bias combines with unconscious bias, it creates a toxic environment that can seriously damage organizational culture and undermine DEI efforts. If you’re a manager leading a remote team — whether you’re new to the role or experienced — how can you avoid proximity bias?
Understanding Proximity Bias
Our brains often take shortcuts, relying on familiarity to breed trust and comfort. Consequently, individuals who are physically closer receive more opportunities, promotions, and positive attention compared to those working remotely.
For instance, remote workers might find themselves overlooked for promotions or exciting projects simply because they are less visible. This lack of visibility can lead to feelings of undervaluation, stifling productivity and innovation among remote team members.
Consider a scenario where a manager consistently assigns challenging tasks to employees they frequently interact with in the office, neglecting the capabilities of remote team members. This practice not only perpetuates proximity bias but also hampers diversity, equity, and inclusion efforts within the organization.
To mitigate proximity bias, organizations should implement inclusive practices that ensure all employees, regardless of their physical location, have equal access to opportunities, recognition, and resources. This approach fosters a more inclusive and equitable workplace culture where every team member feels valued and empowered to contribute their best work, irrespective of their proximity to the office.
Attribution psychology
Cognitive biases
Varieties of Proximity Bias: Real Life Examples and Workplace Dynamics
1. Physical Location Bias: This common bias emerges when managers exhibit a preference for employees working in the same physical location. For instance, a manager might be more
Example: Despite possessing expertise, the remote team consistently misses out on high-profile projects, with assignments predominantly handed to the main office team.
2. Office Layout Bias: Bias influenced by office layout arises when individuals situated closer to decision-makers or central workspaces enjoy more opportunities for informal interactions. This proximity often leads to stronger relationships with influential figures within the organization.
Example: An employee located near the manager’s office receives frequent mentorship and career guidance, unintentionally creating an advantage over colleagues situated farther away.
3. Social Circle Bias: This bias manifests through social circles formed within the workplace. Colleagues who share similar interests and engage in after-work activities together tend to develop stronger bonds, potentially influencing decision-making processes in favor of those within these social circles.
Example: A manager may unintentionally favor team members who regularly attend after-work events, inadvertently excluding others from critical discussions and decisions.
4. Meeting Presence Bias: The bias towards individuals physically present in meetings is another prevalent form of proximity bias. Participants in the room often receive more attention and recognition compared to remote attendees, who may struggle to actively contribute or gain visibility.
Example: Team members attending strategy meetings in person receive immediate feedback and acknowledgment, while remote participants find it challenging to make their voices heard, impacting their visibility within the team.
5. Commuting Bias: In workplaces where commuting plays a role, biases may arise based on the proximity of employees’ residences to the office. Individuals living closer may be perceived as more committed or dedicated, inadvertently influencing decisions related to promotions or special assignments.
Example: An employee residing nearby is consistently chosen for last-minute tasks under the assumption that their proximity makes such requests more convenient.
Recognizing and addressing these types of biases is essential for fostering inclusivity within hybrid teams. By acknowledging how biases shape decision-making processes, organizations can actively strive towards creating environments where opportunities are distributed equitably, regardless of physical proximity.
Preventing Proximity Bias at the Workplace: Tools and Strategies for Remote and Hybrid Teams
To mitigate proximity bias in the workplace, especially in remote or hybrid team settings, employing targeted tools and strategies is essential. Leveraging Tools for Seamless Communication and EngagementIn today’s distributed workforce, the adoption of collaboration tools is paramount for maintaining productivity and cohesion across teams.
Here’s why integrating such tools is essential:
1. Instant Updates: Utilize project management platforms like KiteSuite to ensure everyone stays informed with clear task assignments, deadlines, and a comprehensive record of progress. With these tools, decisions are documented and accessible to all team members, regardless of their physical location.
2. Real-time Communication: Implement KiteSuite Chat for instant messaging, quick discussions, and informal check-ins. This platform facilitates seamless communication to spontaneous office conversations, bridging the gap between in-office and remote employees. Through group chat, one-to-one chat, @mention, task assignments, and resource sharing, teams can collaborate effectively in real-time.
3. Engagement-Driven Video Conferencing: Elevate traditional video conferencing by incorporating engagement boosters. Leverage collaborative features such as KiteSuite Whiteboards and shared documents to foster active participation and teamwork during meetings. These tools enable participants to brainstorm ideas, annotate documents, and track collective progress, transforming passive listening into interactive collaboration sessions.
Learning Technologies: inclusive Learning and Development Strategies
Ensuring equitable access to upskilling opportunities is imperative in today’s diverse workforce. By harnessing educational technology, organizations can overcome proximity bias within the workplace.
1. Learning Management Systems (LMS): Platforms such as Coursera or Udemy offer a plethora of courses, certifications, and skill development resources accessible to employees regardless of their geographical location.
Employees can access these platforms remotely, allowing them to pursue professional development at their own pace and convenience.
2.Mentorship Platforms: Innovative tools facilitate mentor-mentee connections irrespective of physical proximity, eliminating the geographical constraints of traditional mentorship programs.
Through virtual mentorship platforms, employees can receive guidance, support, and valuable insights from mentors located anywhere in the world.
3. Microlearning Opportunities: Bite-sized learning modules, including short videos, articles, and interactive exercises, cater to the needs of remote workers by providing easily digestible and accessible learning content.
These microlearning resources empower employees to acquire knowledge and skills incrementally, fitting seamlessly into their busy schedules.
4. Webinars and Virtual Workshops: Live webinars and virtual workshops offer immersive learning experiences delivered directly to employees’ screens.
With the option to access recorded sessions afterward, employees can participate in real-time or catch up on missed sessions at their convenience, regardless of their location.
Combatting Proximity Bias with KiteSuite
Proximity bias often infiltrates our workplaces unnoticed. Yet, with heightened awareness and strategic actions, coupled with the integration of tools like KiteSuite, it’s possible to cultivate an environment where every team member feels acknowledged and empowered to succeed.
