Men disadvantaged by working from home

This post is in response to a survey of 937 UK managers by the University of Warsaw that found that bosses were 15pc less likely to promote men who worked from home full-time compared with their peers who were entirely office-based, and 10pc less likely to increase pay

The issue of men who work entirely from home being more likely to be overlooked for promotions and pay rises compared to women in similar circumstances could stem from various factors. Here are some possible reasons and what employers can do to address them:

1. Unconscious Bias: There may be unconscious biases at play where managers perceive remote-working men as less committed or productive compared to their office-based counterparts. To combat this, employers can implement bias awareness training for managers and ensure that promotion and pay rise decisions are based on objective performance metrics rather than subjective perceptions.
2. Lack of Visibility: Remote-working men may suffer from a lack of visibility within the organisation, making it easier for their achievements to go unnoticed. Employers can address this by implementing systems for tracking and recognising the contributions of remote workers, such as regular performance reviews, virtual team meetings, and transparent communication channels.
3. Cultural Norms: Organisational cultures that prioritise face-to-face interaction and long working hours may inadvertently disadvantage remote-working men. Employers can foster a more inclusive culture by promoting flexible working arrangements, encouraging a healthy work-life balance, and recognising the value of diverse work styles.
4. Supportive Policies: Companies with supportive remote work policies are less likely to penalize employees who choose to work from home. Employers should develop clear remote work policies that provide equal opportunities for career advancement and ensure that remote workers have access to the same resources and opportunities for professional development as their office-based counterparts.
5. Addressing Loneliness and Isolation: Remote-working can lead to feelings of loneliness and isolation, which may disproportionately affect men who lack social interactions typically found in the office. Employers can help alleviate these issues by fostering a sense of community among remote workers through virtual team-building activities, mentorship programmes, and regular check-ins with managers and colleagues.
6. Health and Wellbeing Support: Employers should also prioritise the health and wellbeing of remote workers by providing resources and support for maintaining physical and mental health, such as access to virtual wellness programs, ergonomic equipment, and mental health resources.

Overall, addressing the disparities faced by remote-working men requires a multi-faceted approach that involves addressing biases, promoting inclusive cultures, implementing supportive policies, and prioritising the health and wellbeing of all employees, regardless of their work location.

The discrepancy where men are more disadvantaged than women in remote work situations, especially in organisations with demanding cultures, can be attributed to several factors:

1. Traditional Gender Norms: Societal expectations often place a higher emphasis on men as primary breadwinners, leading to assumptions that they should prioritise their careers over personal life. In demanding work cultures, these traditional gender norms may result in men feeling pressured to conform to long hours and overtime, potentially impacting their ability to work remotely.
2. Perception of Commitment: Managers in organisations with demanding cultures may perceive remote-working men as less committed or dedicated compared to their office-based counterparts. This perception could stem from stereotypes about masculinity and work ethic, leading to biases in promotion and pay rise decisions.
3. Lack of Visibility: In workplaces that prioritise face-to-face interaction and long hours, remote-working men may face challenges in maintaining visibility and recognition for their contributions. This lack of visibility can hinder their opportunities for career advancement and salary increases, particularly if managers prioritise in-person interactions when making promotion decisions.
4. Inflexible Policies: Organisations with demanding cultures may have rigid policies that favour traditional work arrangements and penalise remote workers, regardless of gender. These policies may overlook the potential benefits of remote work, such as increased productivity and flexibility, leading to disparities in promotion and compensation for remote-working men.
5. Double Standards: There may be double standards at play where remote-working men are held to higher standards than women in similar situations. This could result from ingrained biases about gender roles and expectations in the workplace, leading to unequal treatment in promotion and compensation decisions.

Overall, the disadvantages faced by men in remote work situations within demanding organisational cultures highlight the complex interplay between traditional gender norms, biases, and workplace policies. Addressing these disparities requires a concerted effort to challenge stereotypes, promote inclusivity, and implement policies that support equal opportunities for all employees, regardless of their work arrangement or gender.