The hybrid workplace could make tech companies less inclusive — here’s what you can do

We all know the drill. During the pandemic, offices shut-down, employees worked from home… and companies discovered, it wasn’t all bad.

Now, with half of workers wanting to continue the work from home life and the other half running back to the office with open arms, companies are weighing the potential benefits of remote, hybrid, and flexible work arrangements.

In the wake of the ‘Great Resignation,’ some say that offering remote and hybrid work options can even help create a more equitable work environment by leveling the playing field, allowing for more flexibility, and limiting the microaggressions people of color often have to confront in the workplace.


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And a number of surveys support this by showing that diverse talent are in fact more likely to be searching for remote opportunities. This comes at a time when tech companies are coming under more scrutiny to improve on diversity and inclusion (D&I).

As a result, a number of opinion pieces have come out encouraging tech companies to offer remote and hybrid work as a means to attract more diverse candidates.

But before you start posting up a storm of vacancies, we need to stop and consider. Offering more remote and flexible work options may make our companies more diverse, but will it make them more inclusive? And will these benefits be enough to retain diverse talent in the long-term?

It’s not that simple. Here we’ll dig deeper into data gathered by and D&I experts from the fast-growing Dutch tech scene.

Unintended consequences

As Slack found in its recent Future Forum Pulse:

“Executives, white knowledge workers, men and non-parents are opting into in-office work at higher rates, raising the risk that proximity bias could entrench existing inequities.”

While remote and flexible work options can provide easier working conditions, it can also bring a new divide between those who are in the office and those who work online.

When it comes to salary and promotion opportunities, it’s those who are seen on a daily basis who are top of mind. When it comes time for performance reviews, how will managers assess the performance of their remote employees vs those they see in person every day? These are just a few of the many new complexities that the future of remote, hybrid, and flexible work can bring.

To improve D&I, we need to dig deeper into the potential side effects.

What’s more, diversity is an umbrella term that encompasses so many different people and situations, making introducing new D&I processes a complex undertaking with many variables to consider. What might have positive consequences for one group may have a negative impact on another. Even within one group, the impact of a new initiative or process can have different impacts depending on your perspective and even unintended spillover effects.

There are now a number of articles that generally proclaim hybrid and flexible work approaches improve gender equality. But, if you look at the research that’s been conducted so far, you can see mixed results. While some studies show that remote work allows more working mothers the flexibility they need to continue participating in the workforce, others show that these kinds of initiatives can reinforce traditional gender roles.

One great example is the Netherlands’ experience with part-time work. While its introduction was meant to help more parents find a better work-life balance, it led to more women than men taking part-time work.

Bar graph by OECD showing how likely women vs men are of taking part-time work

While it means mothers are indeed continuing to participate in the workforce, with women working less hours, it also exacerbates the gender gap in terms of pay and promotion.

OECD line graph showing the gender gap in part-time work has held steady for three decades

Are we doomed?

No. But when introducing such a sweeping change as hybrid work, we need to be more aware and intentional about how, what, and why we’re introducing these changes and how they’ll impact other processes across the organization.

All this is to say that, if we truly want to improve diversity and inclusion with a new process or initiative, we need to dig deeper into the potential side effects and fully consider what we want to achieve.

People mean different things when they say hybrid work.

Whether or not you’re adopting a hybrid work structure to attract more diverse talent, the future of work is moving in this direction and, as such, we need to consider how diversity and inclusion will factor in moving forward.

Sounds overwhelming?

We spoke with two experts to find out how we can build more diverse and inclusive hybrid and flexible work structures.

Start with data

Here in the Netherlands, a recent report by, Diversity Hero, and the NLdigital Task Force Diversity & Inclusion and supported by the Dutch ministry of Economic Affairs and Climate + showed that, while the Dutch tech ecosystem has made some improvements, it still has a long way to go.

The report, launched during TNW Conference 2022, was the first time the Netherlands introduced a benchmark specifically on D&I for the tech industry, representing 30,000 employees. It found that:

  • Women now make up 30% of leadership roles within the digital industry
  • 21% of tech roles are occupied by women
  • 22% of women are in senior tech roles
Percentages of women working in tech in the Netherlands