*First published in D&I Leaders, September 2025
Q1. Should employers consider the impact of discrimination even if many workers are remote, and if so, why?
Yes. Discrimination doesn’t disappear when work goes remote. It changes form. Exclusion comes from people, not place. Online bullying, being left out of conversations, ignored in meetings or sidelined in social dynamics all cut directly into an individual’s psychological safety. Psychological safety isn’t about a policy or a location; it’s personal and contextual. It’s an individual’s inner sense of safety, comfort and confidence, shaped by their environment and the relationships around them. Employers who overlook discrimination in remote settings risk undermining psychological safety, engagement and performance across their teams.
Q2. How might discrimination show up differently depending on your work location?
In-person, it’s often more visible; body language, tone, microaggressions in casual interactions. Remote, it can be subtle but just as damaging; being talked over on calls, not invited to key discussions, missing out on information or being sidelined from opportunities. Hybrid adds another layer; people in the office may get faster access to leaders and decisions, while remote colleagues feel invisible.
Q3. How can these different issues be addressed?
Start with self-awareness. How we show up as individuals matters. Equip teams with the communication skills they need to engage effectively in any context. Ensure there are clear ways for everyone to contribute, wherever they work and create space for every voice, online and in-person. Check in regularly, not just on tasks but on how people feel. At an organizational level, leaders must embed consistent, inclusive practices across the board. When psychological safety is nurtured at every level, teams thrive, no matter where they work.