Equity and Inclusion
Preserving and advancing equity and inclusion in a remote work world may pose a greater challenge
• 64% of managers and executives believe that in-
office employees are higher performers than
remote employees
• 76% of managers and executives believe that in-
office workers are more likely to be promoted
than remote employees
2020 Gartner survey
• Despite research that shows that employees who work remotely or on a hybrid schedule perform at equal levels compared to employees who work in the office,
some managers still believe that people who work from the office are higher performing than people who work from home.
• Data also shows women and people of color tend to prefer to work remotely at a higher rate than white men.
• Keeping an "in-office" mentality may mean that managers may be more likely to promote and give bigger raises to their employees who come into the office
compared to those who don't.
• As a result, wage gaps may widen and the degree of diversity within leadership weaken. Underrepresented talent could be excluded from critical conversations,
career opportunities and other networks that drive career growth.
• White male knowledge workers were much more likely to
want to return to work in an office full-time, according to
a 2021 survey by FiveThirtyEight
30%
23%
23%
16%
White Men White
Women
Black Women Black Men
% responding "always" when asked how much of the work week they
want to spend in a company/client location
Sources: https://hbr.org/2022/01/11-trends-that-will-shape-work-in-2022-and-beyond; https://fivethirtyeight.com/features/why-post-pandemic-offices-could-be-whiter-and-more-male/
