A recent study by the University of Warsaw has shed light on a significant issue facing remote workers in the UK. The research indicates that individuals who work entirely from home are less likely to receive pay rises and promotions compared to their office-based counterparts. This revelation raises concerns about the potential career drawbacks of remote work, a mode of employment that has become increasingly common.
Key Findings
The study surveyed 937 managers across the UK and revealed that:
- Promotion Disparities: Managers were 11% less likely to promote staff who worked exclusively from home compared to those who worked entirely in the office.
- Pay Rise Inequities: Employees working entirely from home were 9% less likely to receive a pay rise than their office-based peers.
- Impact on Hybrid Workers: Those who split their time between home and the office were, on average, 7% less likely to be promoted or receive a pay rise.
Gender Pay Gap in Remote Work
The research also highlighted a concerning gender pay gap among remote workers:
- Men: Managers were 15% less likely to promote men working entirely from home and 10% less likely to give them a pay rise compared to those working entirely in the office.
- Women: Female remote workers faced a 7% lower chance of promotion and an 8% lower chance of receiving a pay rise.
Impact of Demanding Work Cultures
The study found that the penalties for working from home were even more pronounced in organizations with demanding work cultures. In such environments:
- Men: Male remote workers were 30% less likely to be promoted and 19% less likely to receive a pay rise compared to their office-based colleagues.
- Women: Female remote workers in these demanding cultures were 15% less likely to be promoted and 19% less likely to receive a pay rise.
Implications for Remote Work
These findings underscore a critical issue for employers and employees. With remote work becoming more common, it is essential for employers to address any disparities to ensure equitable career advancement opportunities for all workers. Employers should reassess promotion and pay rise criteria to prevent bias against remote workers, potentially through structured performance evaluations and clear, objective criteria for advancement.
