The rise of remote work has fundamentally reshaped the workplace. While it provides flexibility and access to talent worldwide, it has also created a new challenge for businesses. How can organizations ensure equity between remote employees and their on-site counterparts?
It’s not enough to offer a WiFi stipend or allow for flexible work hours. True equity goes beyond keeping the internet running. Businesses must take a holistic approach to ensure remote employees feel valued, supported, and included in workplace opportunities.
This article explores ways HR professionals, managers, and business owners can create fair and balanced benefits for all employees, regardless of where they work.
The Equity Gap in Hybrid Workplaces
Hybrid and remote work have become standard practice in many companies—but with these setups comes the risk of inequity. On-site employees often enjoy perks like free coffee, catered lunches, and office camaraderie, while remote employees are left out. Over time, these disparities can lead to resentment, lower engagement, and reduced productivity among the remote workforce.
Why Equity Matters
Inequities in employee benefits can create two tiers within your organization. On-site employees may seem more present or visible, receiving promotions and recognition more frequently than their remote colleagues. Meanwhile, remote workers may feel disconnected, struggling to remain involved in decision-making or maintain a sense of belonging.
Research from Gartner shows that 64% of managers believe on-site employees perform better than remote staff, even when performance metrics are similar. This unconscious bias can amplify inequities, leaving remote workers at a disadvantage.
How to Create Benefit Equity Across Teams
To address these challenges, HR teams and leaders need to rethink how they design and distribute workplace benefits. Below are actionable strategies to ensure true equity.
1. Offer Equivalent Food and Wellness Stipends
On-site employees often enjoy perks like free snacks, meals, or gym memberships. To keep things fair, provide remote employees with equivalent benefits, such as meal delivery vouchers, a monthly snack box, or health and wellness stipends.
Example: If on-site employees have access to a $50 monthly gym membership reimbursement, offer your remote team the same amount to cover yoga classes, a virtual fitness subscription, or home gym equipment.
2. Standardize Professional Development Opportunities
Access to learning and development should be consistent across teams. Invest in virtual training platforms, webinars, and courses that remote employees can access. Similarly, ensure all employees are invited to participate in mentorship programs, career development workshops, and industry conferences.
Make participation seamless by hosting hybrid events or covering travel expenses for remote employees attending in-person conferences.
3. Upgrade Home Office Support
A one-time check for a desk chair or laptop won’t cut it. Remote employees require ongoing support to optimize their work setups. Consider updating policies to include regular enhancements, such as better monitors, ergonomic furniture, or even co-working space memberships.
Don’t forget internet stipends! Reliable connectivity is essential for remote workers to remain productive and collaborative.
4. Prioritize Recognition Across Teams
Recognition is an essential driver of motivation, yet remote employees often miss out. Managers must ensure recognition efforts are visible to all employees, whether that means private praise, public shout-outs, or rewards systems.
Use digital platforms like Slack or Microsoft Teams to celebrate wins, or integrate recognition tools like Bonusly to create a transparent, inclusive culture.
5. Facilitate Social Connectivity
Physical proximity often fosters stronger work relationships, but remote employees don’t have to miss out on workplace connections. Design intentional opportunities for bonding through virtual team-building activities, remote-friendly holiday celebrations, or hybrid retreats.
Leaders should also encourage cross-team collaboration between remote and on-site employees to further enhance camaraderie.
Addressing Unconscious Bias in Leadership
While tangible benefits and policies are crucial, addressing bias in leadership plays an equally important role in fostering remote work equity. Managers must actively challenge the perception that visibility equates to productivity or performance.
6. Rethink Promotions and Evaluations
“Out of sight, out of mind” can no longer apply to promotions or performance evaluations. HR teams should ensure metrics capture the quality and impact of work equally, rather than favoring those who are physically present in the office.
Consider using transparent, values-driven performance scorecards that reward contribution and results, regardless of an employee’s location.
7. Train Leaders in Inclusive Management
Conduct training sessions with managers to help them lead inclusively. Teach them to involve remote employees in meetings, share project responsibilities equitably, and avoid proximity bias when providing opportunities for promotions or key assignments.
Building an Inclusive Future of Work
Remote work is here to stay, but equity issues don’t have to be. By designing intentional benefit systems, addressing unconscious bias, and fostering a culture of inclusion, businesses can ensure all employees feel supported and valued.
At its core, remote work equity ensures fairness across your workforce while driving engagement, morale, and retention.
Join EBPA Today
Established in 1948, Employee Benefit Planning Association (EBPA) is a non-profit educational organization providing support and professional development opportunities to members and all those engaged in employee benefits by serving as a forum for the exchange of knowledge, information and ideas.
