As businesses refine their return-to-office policies, a new trend is emerging—proximity bias in career advancement. Recent data reveals that most Australian employers believe in-office employees are more likely to be promoted compared to their remote counterparts. This raises critical questions for business owners and managers: Are workplace attendance expectations aligned with your company’s culture? How can you ensure fair career progression for all employees?
This article builds on our previous insights in Implementing an Effective Return-to-Office Policy: Guidance for Employers, which explored effective return to office strategies.
The Impact Workplace Presence has on Career Progression in Modern Organisations
Workplace presence significantly influences career progression in contemporary organisational structures, albeit in evolving ways. Traditionally, physical presence in the office was directly correlated with career advancement opportunities, as it increased visibility to leadership and demonstrated commitment. Research indicates that employees who spend more time in the workplace often receive more promotions and career development opportunities due to what is commonly referred to as “proximity bias.” This bias favours those who are physically present and can engage face-to-face with decision-makers.
However, the post-COVID-19 pandemic landscape has forced organisations to adapt and reconsider how they evaluate employee contributions beyond mere physical presence. Progressive companies are now working to address these biases by implementing more objective performance metrics that measure output and achievement rather than hours spent in the office. This shift aims to create more fair evaluation systems that level the playing field for both in-person and remote workers, particularly as hybrid work models become standard practice across various sectors in 2024 and beyond.
The Advantage of In-Office Presence on Promotions
A recent study highlights a growing sentiment among Australian employers. Being physically present in the office can provide employees with a career advantage. This perception is often driven by factors such as:
- Visibility & Recognition – Employees who are regularly in the office often have more face-to-face interactions with leadership, leading to greater recognition for their contributions.
- Stronger Workplace Relationships – In-person collaboration fosters deeper professional connections with managers and colleagues, which can play a role in career growth.
- Increased Mentorship & Development – Employees who work on-site may have more access to coaching, training, and networking opportunities than their hybrid counterparts, making them strong candidates for leadership roles.
- Demonstrated Commitment – Some employers associate in-office attendance with dedication to company culture and long-term career progression.
The Challenge: Ensuring Fair Promotion Opportunities for All
While these factors may contribute to career success, businesses must ensure that remote or hybrid employees are not unfairly disadvantaged. If promotions are unintentionally skewed toward in-office workers, it could lead to reduced engagement, higher turnover, and claims of bias.
To foster an inclusive and merit-based promotion system, employers should consider:
- Transparent Promotion Criteria Clearly define what it takes to advance within your organisation. Career progression should be based on performance, results, and leadership potential, rather than just physical presence in the office.
- Equal Access to Growth Opportunities Ensure all employees-whether remote, hybrid, or in-office-have access to mentorship programs, professional development, and leadership training. Structured career planning helps retain top talent across all work arrangements.
- Performance Over Presence Shift the focus to outcomes and achievements rather than attendance. Implement objective performance reviews that assess contributions based on impact, not location.
- Regular Engagement with Hybrid & Remote Employees Leaders should actively connect with off-site staff to provide career guidance and recognition. Virtual check-ins, mentorship programs, and online leadership training can bridge the gap.
The Benefits of Flexible Working Arrangements from an Organisational Perspective
From an organisational perspective, flexible work arrangements offer numerous strategic advantages. Primarily, organisations implementing flexible policies report increased employee satisfaction and retention rates, which directly reduces recruitment and training costs. Studies consistently show that flexible working options are among the most valued benefits for modern workforce members, particularly for younger generations and those with caregiving responsibilities.
Flexible work models also enable organisations to enhance their talent acquisition by removing geographical limitations, allowing them to recruit from a global talent pool. This expanded reach often results in more diverse teams that bring varied perspectives and innovation to the organisation. Additionally, reducing the requirement for constant in-office presence can lower operational costs, reduce carbon footprint, and improve employee wellbeing.
How Strategic HR Australia Can Provide Insight and Help
Striking the right balance in your return-to-office strategy and promotion practices is essential for long-term success. At Strategic HR Australia, we collaborate with business owners and managers to:
- Develop fair and effective promotion frameworks that recognise performance, not just presence.
- Implement leadership development programs accessible to both remote and in-office employees.
- Refine return-to-office strategies to align with business goals and employee expectations.
- Conduct HR audits to identify potential biases in promotion and career advancement policies.
Ensuring fair and transparent career growth opportunities for all employees-regardless of work location-will not only improve retention but also strengthen your business’s leadership pipeline.
For tailored support in optimising your promotion and return-to-office policies, contact Strategic HR Australia today. Let’s build a workplace where talent thrives-no matter where they work.
