Women often express a desire to work from home about 50% more than men. However, this preference may hinder career progression.

Initially, we experienced a mass shift to remote work due to the pandemic. Now, many have returned to in-office roles, while others thrive in remote settings. This model seems particularly beneficial for women.

Stat: Women express a preference for full-time remote work about 50% more than men.

Another stat: Remote workers report being 13% more productive but are half as likely to receive promotions (source).

Considering these statistics, if women are opting for remote work and facing setbacks such as reduced visibility and pay, this presents an equity issue.

In hybrid workplaces, where some employees are onsite and others are remote, employers must ensure equal opportunities regardless of work location.

Regrettably, achieving true equality is challenging. Implicit bias often influences workplace dynamics. Therefore, if you're considering a permanent remote role, it’s essential to reflect on how this choice might impact your career and finances.

If remote work is your goal, how can you safeguard against potential drawbacks?

LIMITED FACE TIME

The primary concern for career advancement in remote roles is the lack of face time, according to Lindsay Orr, Director of People at Metromile.

This concern is valid. In a remote setup, interactions are often pre-scheduled—leading you through back-to-back Zoom meetings without spontaneous engagement. As noted by Kathy Gersch, Chief Commercial Officer at Kotter, without in-person interactions, you miss those organic moments that foster connection.

Being physically present in an office naturally encourages interaction, which can enhance networking and recognition. However, with remote work, even if your productivity increases, that output may go unnoticed by colleagues and supervisors.

Gersch asserts that promotions are rarely purely merit-based; relationships and perceptions play significant roles. So, if remote work is your choice but career advancement matters, you'll need to make an extra effort to stay visible, explains Gina Minick, VP of Product, Telematics at Metromile.

Visibility may require additional work, but it’s achievable. Minick shares her experience: “I've yet to meet anyone face-to-face at my job, but I’ve built relationships from my home.”

She recommends seizing opportunities to connect with colleagues, such as reaching out when someone presents. “It makes a significant difference,” she adds.

ASSESSING COMPANY CULTURE

“Job searches are mutual,” Minick highlights. “You need to ensure any company you join supports your success.”

In fully remote environments, this is straightforward. But in companies where some employees are onsite, the culture may favor in-person workers, making it challenging for remote employees to feel included. If you’re not in the room, your voice might be diminished.

Gersch advises understanding the company’s stance and the implications of your work arrangement. If the culture leans towards in-person, your remote decision may slow your advancement. However, this could be a worthy trade-off based on your priorities.

Despite the challenges, remote work can offer benefits, such as saving on commuting and childcare expenses.

“Don’t expect the company culture to shift for you,” cautions Gersch. You either adapt to the culture or seek a better fit. “Everyone faces choices and compromises. Perfection is unattainable.”