In our changing work landscape, the perception of remote workers is evolving, but not always in their favor. A recent study sheds light on managers’ biases towards employees who work from home, revealing some surprising insights about commitment and promotions.

Imagine this: you’re a dedicated employee, working hard from the comfort of your home. But did you know that many managers might see your remote work as a sign of lower commitment? A study conducted by researchers from the University of Warsaw analyzed nearly 1,000 managers in the U.K. and found this concerning trend.

These managers were presented with fictional profiles of full-time employees, some of whom worked entirely from home, while others enjoyed a hybrid model of both remote and in-office work. The results were eye-opening. In fact, managers were:

• 11% less likely to promote employees who worked full-time from home.
• 9% less likely to grant pay raises to those same remote workers.
• 8% less likely to promote hybrid workers compared to their in-office peers.
• 7% less likely to grant raises to employees who used the hybrid model.

Even when managers were informed that the performance of hybrid workers matched that of their in-office colleagues, a gap still lingered. While hybrid employees found themselves on more equal footing, full-time remote workers still faced a 6.5% lower chance of receiving pay raises and a 10% lower chance of promotions.

This surprising bias seems to stem from the view that remote workers lack commitment—a misconception the researchers aimed to unpack. Professor Anna Matysiak and her team highlighted that managers often believe that showing commitment equates to being present and available, leading them to undervalue those seeking flexible work arrangements.

The researchers found that this bias not only affects career growth but also potential opportunities for training and development. It raises an important question: how can we change these perceptions? Awareness can bridge this gap, as better-informed managers are likely to recognize the contributions of all employees, regardless of their work environment.

Interestingly, the study uncovered a silver lining: mothers who worked in a hybrid setup did not experience the same detrimental effects when their performance was unknown. This highlights the important role flexible work arrangements can play in supporting caregivers.

Conducted online in the U.K. by YouGov while lockdown restrictions were easing, the survey included a diverse sample of managers to ensure representative results. As remote work continues to be a popular option—embraced by about 40% of employees at least part-time—it’s essential that all workers feel valued and recognized for their hard work.

So, what can we do moving forward? Creating a culture of understanding and evaluation based on performance, rather than work location, is key. Let’s celebrate the strengths of both in-office and remote workers, and together, nurture a workplace where every dedicated employee has the opportunity to shine.