The Impact of Remote Work on Workplace Harassment and Equity

The previous year presented challenges for many, however, a recent report from Project Include indicates that the transition to remote work disproportionately affected certain demographics. Specifically, individuals already facing harassment and bias – notably women of color and those who identify as LGBTQ – experienced a marked increase in these negative behaviors.

Report Methodology and Overview

The findings stem from a survey encompassing approximately 2,800 individuals, coupled with interviews conducted with tech professionals and experts across diverse nations and industries. While the report doesn't offer optimistic conclusions, this is unsurprising given the convergence of crises in 2020, which fostered a less visible, yet significant, deterioration in working conditions.

Remote work fundamentally altered interaction dynamics, leading to substantial rises in gender- and race-based harassment. Over 25% of survey participants reported heightened harassment and workplace hostility, with 98% of those affected identifying as women or nonbinary, and 99% as nonwhite.

Disproportionate Impact on Specific Groups

Transgender individuals were significantly more likely to encounter harassment and hostility. Similarly, all Black respondents, particularly women and nonbinary individuals, reported increased instances of mistreatment. Asian, Latinx, and multiracial respondents also indicated a rise in negative experiences.

Image Credits: Project Include

The shift towards remote productivity and communication appears to have exacerbated the difficulty of avoiding harassment. Increased reliance on direct communication channels like chat, email, and video conferencing meant inescapable interaction with harassers, and hindered reporting processes.

As the report notes, harassers frequently pursued individuals across various online platforms. Individuals with pre-existing mental health conditions, especially those with PTSD, were twice as prone to experiencing harassment compared to those without such conditions.

Increased Anxiety and Work-Life Imbalance

Changes in expectations and the tools used for work contributed to heightened anxiety and a decline in work-life balance. Nearly two-thirds of respondents reported being expected to work extended hours, and over half felt pressured – or were explicitly required – to be available online outside of regular work hours.

The survey revealed that 10% of respondents experienced daily check-ins from managers, while 5% faced two or more check-ins per day. Concerns were also raised regarding surveillance software, including keystroke monitoring and screen tracking.

Accessibility Challenges for Workers with Disabilities

Workers with disabilities encountered challenges as companies often selected productivity and collaboration tools lacking adequate accessibility features. For example, Zoom meetings without automatic captioning presented difficulties for those who rely on lip-reading.

Lack of Trust in HR and Reporting Barriers

Regarding reporting harassment, the majority of respondents chose not to do so due to a lack of confidence in their HR department or the company's ability to address complaints fairly. In some cases, the harassment originated within HR itself.

Less than half of respondents expressed trust in their company's ability to respond appropriately to harassment issues. Approximately one-third indicated a lack of trust, while a similar proportion stated their workplace lacked the necessary tools to intervene or resolve reported problems.

Recommendations and the Need for Proactive Measures

The report provides detailed statistics and recommendations for companies seeking to improve their workplace environments. However, delaying action is itself a significant issue. The core principles involve actively listening to employees, holding leadership accountable, and implementing measurable changes such as designated no-meeting days and generous time-off policies.

As Nicole Sanchez, CEO of Vaya Consulting, aptly stated in the report, a return to pre-pandemic norms is unrealistic.

Report Authorship

The report was authored by Ellen Pao of Project Include, Yang Hong of Shoshin Insights, Caroline Sinders of Convocation Design + Research, and McKensie Mack of MMG.