Key Highlights
- Proximity bias is an unconscious tendency to favor those who are physically closer, even when performance is equal.
- Proximity bias remains a top concern in hybrid and remote workplaces, where visibility often outweighs performance.
- New 2025 research from Paycor, HR Policy Association, and Reworked confirms that remote employees continue to be less likely to receive promotions or raises than in-office peers.
- Envoy’s 96% stat still highlights how strongly leaders notice in-person contributions.
- Companies are addressing bias with better evaluation metrics, transparent communication, and leadership training on hybrid fairness.
- Employees can mitigate proximity bias by staying visible: building relationships, sharing results, seeking feedback, and participating actively in meetings and projects.
What is Proximity Bias?
Have you heard of proximity bias? Like familiarity and recency biases, it’s a psychological effect that causes us to favor people and ideas that feel familiar. We instinctively gravitate toward what’s close by or top of mind. This unconscious bias can limit your career growth—especially in a hybrid or remote work environment.
Proximity Bias by the Numbers
Proximity bias isn’t new, but recent research shows it’s still influencing how performance and potential are recognized in hybrid and remote workplaces.
- A 2025 Paycor report on workplace equity found that proximity bias continues to give in-person workers greater access to recognition, mentorship, and advancement opportunities. Even in organizations that prioritize inclusion, employees who spend more time in the office are more visible to leadership.
- The HR Policy Association found that while hybrid and in-office workers experience similar promotion rates, fully remote employees remain less likely to be considered for advancement, even when their performance matches that of in-office peers.
- A 2025 article in Reworked reported that remote employees continue to face an uphill battle in career progression, noting that “even when output and results are equal, full-time remote workers are still less likely to get promoted or receive pay increases.”
- According to a 2024 survey published by Euronews, remote workers are 31% less likely to be promoted, and remote workers are 38% less likely to receive bonuses than their in-person peers.
- While these newer studies reinforce the persistence of proximity bias, earlier research remains striking. Envoy’s 2022 workplace survey found that 96% of executives admit they are more likely to notice contributions made in the office than those completed remotely — despite many employees believing their efforts are equally visible.
Together, these findings paint a clear picture: while remote and hybrid work have improved flexibility and performance, visibility remains a key driver of recognition. In today’s world of work, “out of sight” can still mean “out of mind”. Organizations and employees should take active steps to close that gap.
The Good News
Awareness is growing. Many organizations are implementing strategies to level the playing field for hybrid and remote employees. Some of these include:
- Structured opportunities for virtual “face time” — e.g. one-on-ones, virtual coffee chats, leadership check-ins
- Rotation of meeting schedules so remote workers aren’t disadvantaged by time or presence
- Clear output-based metrics rather than presence-based evaluation
- Inclusive communication tools (shared dashboards, recorded meetings, transparency in decision-making)
- Training for managers on unconscious bias and hybrid leadership best practices
Correcting for proximity bias isn’t easy, but companies committed to fairness are already acting.
How to Be Visible (and Valued) from Anywhere
- Deepen connections
Invest in relationship-building beyond your immediate team. Join cross-functional working groups. Bring a bit of your personality into digital interactions — share your interests, turn on your camera, let colleagues connect with the real you. - Attend more meetings strategically
Even if you don’t have direct involvement, request access to sessions where visibility matters (e.g. leadership updates, brainstorming sessions). Let leaders know you’re interested in higher-level company goals. - Ask for feedback regularly
Proactively seek feedback and status updates. It reminds your manager of your contributions and helps them articulate your value in their mind. - Be your own promoter
Send periodic updates (concise, focused) to key stakeholders: what you’ve accomplished, metrics, lessons learned, next steps. Keep the highlight reel visible. - Pursue learning and stretch assignments
Volunteer for special projects, cross-department initiatives, or training. Demonstrating breadth and growth signals leadership potential. - Watch internal opportunities and express your ambition
Regularly review internal job postings; talk to your manager about your career interests. Even if you don’t land a role immediately, being on their radar helps.
Working remotely or in hybrid mode doesn’t disqualify you from growth. It means you may need to be more intentional about being seen. Leaders are looking for talent that is proactive, engaged, and ready for the next step. Make sure they see you.
Conclusion
In a business environment where flexible and hybrid work is increasingly common, proximity bias remains a subtle but powerful barrier. But it doesn’t have to define your career trajectory. When you prioritize visibility, deliver consistent impact, and build relationships beyond physical boundaries, you give yourself a real chance to shine. Leaders who recognize and reward true merit are actively seeking talent across location lines—make sure you’re one of them.
About Agilus Work Solutions
At Agilus, we work with job seekers daily, offering career advice to help you navigate this challenging market. Every year we place more than 10,000 of job seekers in Technology, Professional, Engineering, Trades/Technical , Public Sector, Helth Sciences nd Light Industrial/Operational Staffing roles.
With over 80 recruiting consultants across Canada, we can help you find your next role or new career path with interview tools and résumé support.
For more information about Agilus, please follow us on LinkedIn, Facebook, Instagram and X.
FAQs
Q1: What exactly is proximity bias?
roximity bias is an unconscious tendency to favour people who are physically close. In the workplace, it can cause leaders to give more recognition and advancement opportunities to employees they see in person more often than to those working remotely.
Q2: How common is proximity bias today?
Recent studies show it’s still widespread. Research from Paycor and HR Policy Association in 2025 found that remote employees are less likely to receive promotions or raises, even when their performance matches in-office colleagues.
Q3: How can I overcome proximity bias as a remote employee?
Make yourself visible: turn your camera on, share updates, join cross-department meetings, ask for feedback, and document your achievements. The more often leaders see your impact, the more likely you are to stay top of mind for advancement.
Q4: What can managers do to reduce proximity bias?
Managers can set clear, measurable performance criteria, rotate meeting schedules, include remote workers in decision-making, and evaluate based on results — not presence.
Q5: Can remote employees still grow their careers?
Absolutely. Many companies are redesigning performance evaluations to reward outcomes and impact. By being proactive, connected, and visible, remote professionals can earn recognition and advancement on par with in-office peers.