Did you know that more than 26 million Americans now work remotely for at least part of their workweek?
Remote work has become increasingly popular in recent years, with more than 26 million Americans – or roughly 16% of the total workforce – now working remotely at least part of the time, according to the U.S. Bureau of Labor Statistics (BLS). The number of U.S. employees who worked remotely increased by 115% between 2005 and 2015. This trend has been driven by the numerous benefits of remote work, including greater flexibility and the ability for employers to connect with talented individuals regardless of their location.
The Return To Office
However, as the pandemic begins to subside, many companies are transitioning back to in-person work and requiring employees to return to the office. There are several reasons why companies may want to return to in-person work:
- Collaboration and creativity: Being in the same physical space can facilitate teamwork, brainstorming, and creativity, leading to better problem-solving and innovation.
- Improved communication: In-person interactions can help reduce communication barriers and misunderstandings that can occur in virtual settings.
- Company culture: Being in the same location can foster a sense of community and shared values, leading to a stronger company culture.
- Access to resources: Employees may have better access to equipment, software, and other resources needed to do their jobs when working in the office.
- Security and compliance: Some industries have specific security and compliance requirements that are easier to meet in a physical workspace.
However, returning to work can be troublesome for underrepresented Black and Hispanic employees due to several factors. Including:
Discrimination At Workplace
Discrimination can take many forms, including bias in hiring, promotion, and compensation, as well as harassment, bullying, and exclusion from work assignments, access to information and social activities.
In 2021, 24% of Black and Hispanic employees reported experiencing discrimination at work, while only 15% of White employees and 16% of Asian employees reported the same. Furthermore, 75% of Black employees attribute their experience of discrimination to their race, compared to 61% of Hispanic and 42% of White employees. The negative impact of discrimination on employee well-being is more pronounced among Black and Hispanic workers than among White workers, according to the Gallup study.
Returning to the office may expose Black and Hispanic employees to more direct and subtle forms of discrimination, such as microaggressions, exclusion from social activities, and lack of representation in leadership positions. Microaggressions refer to the everyday slights and insults that members of marginalized groups experience, such as being mistaken for a service worker or being asked to speak for their entire race or ethnicity. These microaggressions can create a hostile and unwelcoming workplace environment for black and Hispanic employees.
Increased Economic Burden
The COVID-19 pandemic has had a disproportionate impact on Black and Hispanic communities, with these groups experiencing higher rates of infection and mortality than their white counterparts. Additionally, the economic impact of the pandemic has hit Black and Hispanic communities particularly hard, with higher rates of job loss and financial instability.
Between 2019 and 2020, there was a significant decrease of about 13.7 million full-time, year-round workers, with lower earners being most affected. This impact was felt disproportionately by women and men of color due to systemic and structural inequalities in the labor market. According to the Economic Policy Institute, the number of full-time, year-round earners declined the most among Hispanic women (17.4%) and Hispanic men (16.3%) during this period, followed by Black women (13.1%) and Black men (13.0%). In comparison, White, non-Hispanic women and men saw a smaller decline of 9.9% and 9.2%, respectively.
Returning to the office could have an economic impact on Black and Hispanic employees who have already been disproportionately affected by the COVID-19 pandemic. Due to systemic and structural inequalities in the labor market, lower earners, who are more likely to be women and men of color, have experienced significant job losses during the pandemic. The need to return to the office may force these employees to take on longer commutes and incur additional expenses, such as childcare, transportation, and work attire. This could create additional financial burdens, particularly for those who are already struggling to make ends meet. Additionally, the return to the office may result in reduced flexibility for remote work arrangements, making it harder for employees to balance work and family obligations.
Heightened Psychological Trauma
Returning to the office may have a psychological impact on Black and Hispanic employees, especially if they have experienced trauma or discrimination in the workplace. The stress and anxiety associated with returning to a physical workplace after a prolonged period of remote work may be heightened for these employees due to past experiences of discrimination or exclusion. Moreover, the pandemic has taken a toll on people’s mental health, with many individuals experiencing increased stress, anxiety, and depression. Returning to the office may exacerbate these feelings, particularly if employees are worried about their health or the health of their loved ones.
Employers must be aware of the potential psychological impact of returning to the office and provide mental health support and resources to employees who need it. This could include access to counseling services, mental health days, and resources for coping with stress and anxiety. By acknowledging the psychological impact of returning to the office and providing support to employees, employers can promote a healthy and inclusive workplace for all employees.
In Conclusion…
Returning to the office may have several negative impacts on Black and Hispanic employees, who have already been disproportionately affected by the COVID-19 pandemic. Discrimination, economic burdens, and psychological trauma are all concerns that employers must address. To mitigate these issues, employers can provide mental health support, offer flexible work arrangements, and ensure equal opportunities for all employees. By taking proactive steps to promote a healthy and inclusive workplace, employers can help to mitigate the negative impact of returning to the office on Black and Hispanic employees.
