Remote. Hybrid. Office-based.
Everyone says they’re treated equally, but are they really?
We’re hearing the same thing from both candidates and companies: there’s a growing gap between what’s written in the handbook and what’s happening day to day.
It’s not always about salary or title.
It’s about visibility, recognition, access, and belonging.
“I get the job done, but I never get picked for the interesting projects.”
– Hybrid worker, cybersecurity team lead
What’s Actually Happening?
Some trends we’re seeing:
- Remote employees missing out on perks
Birthday lunches, spontaneous coffee chats, and team rewards often centre around the office. Remote workers are told they’re included, but they’re not present. - Less visibility means fewer growth opportunities
When your manager sees someone every day, they’re more likely to remember them for a new opportunity or promotion. It’s not always intentional. It’s just human. - Hybrid staff caught in the middle
People who split time between home and office often feel they’re not fully seen by either side. There’s pressure to prove they’re working harder, even when the results are clear.
So, What Can You Do?
Whether you’re a leader or a team member, spotting the cracks early can save you time, stress, and people turnover.
Here’s what companies doing it right are focusing on:
1. Measure outcomes, not hours
Judge performance by results, not desk time. Remote work isn’t slacking off. It’s a different style and often a more productive one.
2. Equal recognition
If you’re giving out praise, bonuses, or shoutouts, check who’s being seen. If you’re only noticing the people in the room, that’s a problem.
3. Communication clarity
Not everyone hears things through corridor conversations. Be intentional about how information flows and make it accessible to all.
4. Build connection into your structure
Set up regular team catch-ups where location doesn’t matter. Not just for work updates, but for real human connection.
Why This Matters for Hiring
The best candidates are paying attention.
They’re choosing roles where they feel seen, heard, and appreciated, no matter where they log in from.
If your setup favours one group over another, people notice.
They talk about it.
And when it’s time to change jobs, they look elsewhere.
Consistency beats perfection.
You don’t need a flashy remote policy or endless video calls. You just need to treat people fairly and make sure the day-to-day experience matches the values you say you stand for.
People don’t stay where they feel left out.
Want a second pair of eyes on your hiring or retention approach? Let’s chat. Sometimes the smallest tweaks make the biggest difference.