As hybrid and remote work setups continue to gain traction, it’s crucial for leaders and managers to grasp their impact on employee development and career progression, particularly considering disparities based on gender and age, as highlighted in an April 23 report from the American Management Association.
The report sheds light on differences in how men and women perceive in-person work, especially among early-career individuals. For instance, a survey of 1,000 knowledge workers revealed that among men aged 25 to 34 who frequent the office, a significant 52% believe it enhances their career prospects and fosters their ability to receive coaching and development. In contrast, only 30% of early-career women share this sentiment.
Similarly, in the age bracket of 35 to 44, men tend to view office attendance as offering greater visibility to senior leaders and increased job satisfaction compared to women.
Manny Avramidis, president and CEO of the American Management Association, emphasizes the need for managers and leaders to ensure equitable development, coaching, and advancement opportunities for all employees, irrespective of gender or workplace arrangements.
While hybrid work often enhances quality of life and job satisfaction, it poses challenges to career mobility. For instance, half of respondents who work remotely at least once a week feel that it hampers their ability to build rapport with colleagues. This sentiment is even more pronounced among those who attend the office daily, with 67% expressing similar concerns.
Despite the widespread adoption of flexible work arrangements, a significant portion of workers report a lack of training to adapt. Leaders and managers require training in various hybrid-related skills, including establishing team norms, navigating diverse schedules, and effectively leading a hybrid workforce.
Moreover, disparities stemming from flexible work arrangements should not be overlooked. Data from Lean In suggests that men tend to benefit disproportionately from on-site work, feeling more informed about decisions affecting them, more connected to the company mission, and more likely to receive needed mentorship.
Furthermore, perceptions of gender pay and promotion gaps differ between men and women, indicating a potential lack of transparency or cultural communication disconnect, as highlighted in a report by HiBob. These findings underscore the importance of addressing and rectifying disparities in career opportunities and advancement.