The Evolution of Remote Work in Australia
Before the COVID-19 pandemic, remote work was uncommon in Australia, with only 8% of Australians having formal work-from-home agreements with their employers (Productivity Commission, 2021).
This low figure was largely due to long-standing organisational practices and a cultural bias towards in-office work. However, during the pandemic, remote work became a necessity, with 40% of the workforce adopting it.
Even after the pandemic, many workers continue to demand remote work as a permanent option, reshaping the norms of how and where we work (Productivity Commission, 2021).
But this shift hasn’t come without challenges. One of the most significant issues is proximity bias, the tendency to favour employees who are physically present in the office.
This creates disparities in recognition, career progression, and opportunities for those working remotely. As more companies settle into hybrid work models, in-office favouritism remains a persistent problem, threatening to undermine the potential of remote work.
Why Remote Work is Beneficial
Remote work offers a wide range of benefits that span environmental, social, and economic dimensions.
When viewed through a Strategic Human Resource Management (S-HRM) lens, remote work can be aligned with several key sustainability-focused HR frameworks: GHRM (Green HRM), SR-HRM (Socially Responsible HRM), TBLHRM (Triple Bottom Line HRM), and CGHRM (Common Good HRM).
- GHRM: Remote work supports environmental sustainability by reducing commutes, cutting carbon emissions, and lowering the consumption of corporate attire (Aust et al., 2020).
- SR-HRM: It fosters better work-life balance and enhances mental health by allowing employees the flexibility to balance their professional and personal needs (Al-Abbadi, 2021). This, in turn, increases job satisfaction and career longevity, contributing to organisational sustainability.
- TBLHRM: The financial benefits of remote work extend beyond personal savings for employees. Companies can reduce costs associated with office space, utilities, and other infrastructure (Al-Abbadi, 2021).
- CGHRM: Perhaps one of the most transformative benefits of remote work is its potential to promote inclusivity, diversity, and equity. By eliminating geographical constraints, remote work opens up employment opportunities for people from marginalised groups, such as caregivers, people with disabilities, or those living in remote areas (Aust et al., 2020).
The Dark Side: Proximity Bias and In-Office Favouritism
While remote work has clear benefits, it can also introduce or exacerbate challenges.
In-office favouritism is one of the most concerning issues, as employees who are physically present in the office often enjoy advantages in visibility and career progression.
Proximity bias, the tendency to value employees seen more often, can lead to imbalances in promotion opportunities and recognition, leaving remote workers feeling sidelined.
Without intentional inclusivity practices to counteract these biases, the psychological contract between employer and employee can be strained, diminishing the trust and mutual respect needed for sustainable work environments.
The Role of Leadership and Company Culture
To navigate the complexities of remote and hybrid work, adaptive leadership plays a crucial role. Leaders must be able to adjust their management style to meet the needs of both in-office and remote employees, ensuring a fair and cohesive experience for all.
This means actively listening to employees, providing personalised support, and ensuring equal opportunities for growth and recognition, regardless of proximity.
Company culture also plays a critical role in the success of remote work. A strong, inclusive culture that prioritises transparency and respect helps mitigate issues like proximity bias.
Remote teams need to feel just as connected to the company’s mission and values as in-office staff. Virtual team-building activities, celebrating remote employees’ contributions, and providing regular feedback loops are essential in fostering a sense of belonging, even at a distance.
Making Remote Work, Work
To harness the full potential of remote work while avoiding its pitfalls, both employers and employees need to adopt strategies that foster productivity, inclusivity, and team cohesion. Here are some key tips for making remote work successful:
- Prioritise Clear and Open Communication
Miscommunication can be a significant barrier to remote work. Use communication platforms like Slack, Microsoft Teams, or Zoom to maintain regular, open lines of contact. Establish clear expectations and guidelines for communication to keep everyone aligned. - Use Technology to Bridge Gaps
Invest in collaborative tools that allow remote workers to engage just as effectively as their in-office counterparts. Beyond video conferencing tools, cloud-based project management platforms like Asana or Jira can help track work progress and keep everyone on the same page. - Foster Inclusivity to Combat Bias
Employers need to recognise and actively counter proximity bias. One way to do this is through inclusive leadership—making deliberate efforts to ensure that remote employees are considered for promotions, projects, and development opportunities equally. Regular virtual check-ins and inclusion in key meetings can ensure remote employees feel valued. - Set Boundaries for Work-Life Balance
One of the risks of remote work is the blurring of lines between personal and professional life. Encourage employees to set clear boundaries, such as defined work hours, and respect them to avoid burnout. - Trust and Autonomy
Micromanaging remote workers is counterproductive. Instead, empower your employees by providing them with the autonomy to manage their work. Set clear objectives, but allow the flexibility for them to complete tasks in a way that works best for them. - Focus on Well-being
Working remotely can sometimes be isolating. Support employees’ mental health by encouraging breaks, fostering a sense of community, and offering resources such as virtual wellness programs. - Maintain Strong Team Identity
To ensure that remote teams are just as connected to the company’s goals and culture, focus on fostering a shared sense of identity. Create opportunities for virtual team-building activities, celebrate milestones, and encourage peer recognition to strengthen bonds within the team.
Conclusion
Remote work is not just a temporary trend, it’s a long-term transformation of the workplace.
While there are challenges such as proximity bias and in-office favouritism, remote work also presents tremendous benefits that promote sustainability, inclusivity, and flexibility.
Through adaptive leadership, a strong company culture, and inclusive practices, businesses can ensure that remote work remains a viable and beneficial option for all.
References
Al-Abbadi, L 2021, ‘THE EFFECT OF S-HRM PRACTICES ON EMPLOYEE JOB OUTCOMES OF SERVICE INDUSTRY IN JORDAN’, viewed 25 May 2023, <https://www.abacademies.org/articles/the-effect-of-sustainable-hrm-practices-on-employee-job-outcomes-of-service-industry-in-jordan.pdf>.
Aust, I, Matthews, B & Muller-Camen, M 2020, ‘Common Good HRM: A paradigm shift in S-HRM?’, Human Resource Management Review, vol. 30, no. 3, article 100705, DOI:https://doi.org/10.1016/j.hrmr.2019.100705.
Productivity Commission 2021, Working from Home – Commission Research Paper, www.pc.gov.au.