Equity within hybrid teams is one of the most significant challenges facing modern workplaces. Organisations must work to prevent the emergence of a two-tier system where remote workers are treated as second-class citizens compared to their office-based colleagues. This divide doesn’t happen overnight, but gradually develops through seemingly small decisions and unconscious biases that can fundamentally undermine team equity and workplace inclusion.
The visibility challenge
Remote workers face a unique challenge that rarely impacts office-based employees; being “out of sight, out of mind.” When promotions, high-profile projects and development opportunities arise, managers may unconsciously favour employees they see regularly in the office. This proximity bias creates an unfair advantage for office workers and can leave remote team members feeling overlooked and undervalued.
The problem extends beyond just career progression. Remote workers often miss informal conversations where important decisions are made, strategic direction is discussed, or team dynamics are shaped. These “water cooler moments” may seem trivial, but they play a crucial role in workplace inclusion and influence.
Measuring output, not presence
The foundation of equity in hybrid teams lies in shifting focus from physical presence to actual performance and results. Rather than valuing the employee who stays late at the office or attends every in-person meeting, successful managers evaluate team members based on:
- Quality and timeliness of work delivered
- Contribution to team goals and project outcomes
- Collaboration and communication effectiveness
- Innovation and problem-solving capabilities
- Meeting deadlines and client expectations.
This output-focused approach ensures that remote workers are judged on their actual contributions rather than their physical location or visibility in the office.
Creating equal opportunities
Ensuring equity requires intentional effort to level the playing field between remote and office-based workers. This could mean rotating meeting times to accommodate different time zones and working arrangements or ensuring remote workers have equal access to training and development opportunities regardless of location
The inclusion imperative
Creating an inclusive environment for hybrid teams goes beyond just treating everyone fairly. It requires understanding that different working arrangements may need different types of support. A truly diverse and inclusive workplace recognises that some team members thrive in collaborative office environments, while others are more productive working independently from home.
Inclusive management also means being aware of potential biases and actively working to counteract them. Being an effective ally to remote colleagues means using your privilege, whether that’s office visibility or management position, to amplify their contributions and ensure they receive equal recognition.
Building connection across locations
Maintaining team cohesion when members work in different locations requires deliberate effort to ensure everyone feels valued and included. Regular one-to-one check-ins with remote workers help identify any concerns about equity or inclusion before they become significant issues.
Creating structured opportunities for all team members to collaborate meaningfully helps prevent the formation of separate “office” and “remote” subgroups within the team.
Making it work for everyone
Avoiding the two tier trap isn’t just about fairness. It’s about maximising the potential of your entire team. When remote workers feel valued and included, they’re more likely to be engaged, productive and committed to the organisation. Conversely, when they feel like second class citizens, you risk losing talented team members and damaging overall team morale.
Understanding these dynamics and taking proactive steps to address them is essential for anyone managing hybrid teams or working in distributed organisations.
Our Managing a Remote or Hybrid Team online course provides practical strategies for ensuring equity and inclusion across different working arrangements, helping you create an environment where all team members can thrive regardless of their location.
