As hybrid and remote work arrangements remain popular, leaders and managers should be aware of the ways these flexible schedules can affect employee development, advancement and overall success, especially when disparities appear based on gender and age, according to an April 23 report from the American Management Association.
For instance, men and women appear to perceive in-person work differently, particularly early-career men, according to the survey of 1,000 knowledge workers. Among men between ages 25 and 34 who go to the office at least four days per week, 52% said they believe it’s helpful to their careers and improves their ability to be coached and developed, as compared to 30% of early-career women who said the same.
Among ages 35 to 44, men were also more likely than women to say working from the office provided significantly greater visibility to senior leaders and enhanced job satisfaction.
“Managers and leaders need to ensure their organization’s employees — regardless of gender and workplace environments — are being developed, coached and given opportunities for advancement equitably,” Manny Avramidis, president and CEO of the American Management Association, said in a statement.
Most survey respondents said hybrid work improved their quality of life and improved job satisfaction. At the same time, hybrid work affects critical aspects of career mobility, according to the report.
Half of the survey respondents who work remotely at least one day per week said remote work hinders rapport-building with colleagues. Among those who go to the office daily, the percentage jumped even higher — to 67%.
Despite the prevalence of flexible work, 3 in 4 workers have said their employer hasn’t provided training to adapt, according to a report by TechSmith Corp., Global Workplace Analytics and Caryatid Workplace Consultancy. Leaders and managers still need training around hybrid-related skills such as establishing team and meeting norms, as well as leading a workforce with different schedules and arrangements.
Training should include consideration of disparities that may stem from flexible work. Men appear to disproportionately benefit from on-site work, according to data from Lean In. Men were more likely to say they knew about decisions affecting them and their workload when going into the office, and they were more likely to say they felt connected to the company mission and received the mentorship they needed, a Lean In executive told HR Dive.
Men and women also see gender pay and promotion gaps differently, according to a HiBob report. Despite overall progress for women, the perception gaps indicate a lack of transparency or a disconnect in cultural communications, the report found.
