{"id":2867,"date":"2021-08-15T21:17:00","date_gmt":"2021-08-15T20:17:00","guid":{"rendered":"http:\/\/167.172.54.60\/?p=2867"},"modified":"2026-04-14T14:38:36","modified_gmt":"2026-04-14T13:38:36","slug":"will-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont","status":"publish","type":"post","link":"https:\/\/staging.talking-talent.com\/us\/will-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont\/","title":{"rendered":"Will hybrid kill women\u2019s workplace visibility? (And how to make it sure it won\u2019t.)"},"content":{"rendered":"\n<div id=\"hero-article-6a0389ec559f3\" class=\"hero-article page-block page-block--pdtop-reg page-block--pdbot-reg\">\n\t\n\t<div class=\"container\">\n\t\t<div class=\"hero-article__content\">\n\t\t\t\t\t\t\t<span class=\"pill-tag pill-tag--blue-20\">Accelerating Leaders<\/span>\n\t\t\t\n\t\t\t\t\t\t\t<span class=\"hero-article__date\">15 Aug 2021<\/span>\n\t\t\t\n\t\t\t<h1 class=\"hero-article__title\">Will hybrid kill women\u2019s workplace visibility? (And how to make it sure it won\u2019t.)<\/h1>\n\n\t\t\t\t\t\t\t<div class=\"hero-article__author\">\n\t\t\t\t\t<div class=\"hero-article__author-avatar\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/staging.talking-talent.com\/us\/wp-content\/themes\/talking-talent\/library\/images\/branding\/logo-icon.svg\">\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<span class=\"hero-article__author-name\">Dru Patel<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"hero-article__image\">\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1707\" src=\"https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-scaled.jpg\" class=\"\" alt=\"\" srcset=\"https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-scaled.jpg 2560w, https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-300x200.jpg 300w, https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-1024x683.jpg 1024w, https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-550x367.jpg 550w, https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-768x512.jpg 768w, https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2021\/08\/redmind-studio-CBn28Xe8DOw-unsplash-1440x960.jpg 1440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/>\t\t\t<\/div>\n\t\t\t<\/div>\n<\/div>\n\n\n\n<div id=\"sticky-content-sidebar-6a0389ec5683e\" class=\"sticky-content-sidebar page-block page-block--pdtop-none page-block--pdbot-xl\">\n\t\n\t<div class=\"container sticky-content-sidebar__wrap\">\n\t\t<aside class=\"sticky-content-sidebar__sidebar\">\n\t\t\t<div class=\"sticky-content-sidebar__sidebar-top\">\n\t\t\t\t\t\t\t\t\t        <div class=\"social-share\">\n            <h4 class=\"highlight\">Share<\/h4>\n            <a href=\"mailto:?subject=will-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont&amp;body=Check out this post by US Site: https:\/\/staging.talking-talent.com\/us\/will-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont\/\" title=\"Share by Email\"><i class=\"fa-regular fa-envelope\"><\/i><\/a><a class=\"social-share__link social-share__link--facebook\" href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Fstaging.talking-talent.com%2Fus%2Fwill-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont%2F&amp;title=Will+hybrid+kill+women%E2%80%99s+workplace+visibility%3F+%28And+how+to+make+it+sure+it+won%E2%80%99t.%29\" onclick=\"javascript:window.open(this.href,'', 'menubar=no,toolbar=no,resizable=yes,scrollbars=yes,height=600,width=600');return false;\"><i class=\"fa-brands fa-facebook-f\"><\/i><\/a><a class=\"social-share__link social-share__link--linkedin\" href=\"https:\/\/www.linkedin.com\/shareArticle?mini=true&amp;url=https%3A%2F%2Fstaging.talking-talent.com%2Fus%2Fwill-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont%2F&amp;summary=\" onclick=\"javascript:window.open(this.href,'', 'menubar=no,toolbar=no,resizable=yes,scrollbars=yes,height=800,width=900');return false;\"><i class=\"fa-brands fa-linkedin-in\"><\/i><\/a><a class=\"social-share__link social-share__link--twitter\" href=\"https:\/\/twitter.com\/intent\/tweet?text=Will+hybrid+kill+women%E2%80%99s+workplace+visibility%3F+%28And+how+to+make+it+sure+it+won%E2%80%99t.%29 https%3A%2F%2Fstaging.talking-talent.com%2Fus%2Fwill-hybrid-kill-womens-workplace-visibility-and-how-to-make-it-sure-it-wont%2F\" onclick=\"javascript:window.open(this.href,'', 'menubar=no,toolbar=no,resizable=yes,scrollbars=yes,height=600,width=600');return false;\"><i class=\"fa-brands fa-x-twitter\"><\/i><\/a>        <\/div>\n        \t\t\t\t\t\t\t<\/div>\n\t\t\t<a href=\"https:\/\/staging.talking-talent.com\/us\/insights\/blog\/\" class=\"ui-btn ui-btn--outline-b sticky-content-sidebar__back\"><span>Back to articles<\/span><\/a>\n\t\t<\/aside>\n\t\t<div class=\"sticky-content-sidebar__content\">\n\t\t\t<div class=\"body-content\"><p>I know I wasn\u2019t alone in getting swept up in the excitement of returning to the office. The thought of grabbing a coffee from my favourite caf\u00e9, enjoying lunch with colleagues, and swapping stories in the kitchen while the kettle boils\u2026<\/p>\n<p>And I know I\u2019m certainly not alone in being a bit over it.<\/p>\n<p>We\u2019ve enjoyed the novelty of returning to the office and seeing our colleagues. And now, it\u2019s bliss to sink back into my old-new routine of working from home.<\/p>\n<p>But one thing I\u2019m worried about, in this hybrid workplace, is visibility.<\/p>\n<p>When everyone worked from home, everyone had the same challenges: <em>no one<\/em> had face-to-face time with each other.<\/p>\n<p>Now, however, people who commute regularly into the office <em>will<\/em> be seen more.<\/p>\n<h2>Where invisibility leads to inequality<\/h2>\n<p>So, there are two issues creating a high-risk situation.<\/p>\n<p>First, there\u2019s less visibility for those who prefer (or need) remote working. And it\u2019s likely that men will return to the office, while women want remote \u2013 whether that\u2019s because they need flexibility for childcare or to <a href=\"https:\/\/www.vox.com\/recode\/22568635\/women-remote-work-home\">avoid microaggressions they experience in the office<\/a>.<\/p>\n<p>As Sam Smethers, chief executive of the Fawcett Society, said <a href=\"https:\/\/www.theguardian.com\/world\/2020\/may\/29\/covid-19-crisis-could-set-women-back-decades-experts-fear\">in an interview with The Guardian<\/a>: \u201cWe\u2019re looking at the prospect of a two-tier workplace where men go back and women stay home. It\u2019s taken us 20 years to get this far on female participation in the workforce, but it could take only months to unravel.\u201d<\/p>\n<p>And already, <a href=\"https:\/\/www.joblist.com\/trends\/getting-yourself-noticed-as-an-employee-working-remotely\">a 2021 study<\/a> has found that while women are more likely than men to implement ways to remain visible while working remotely, they\u2019re <em>twice<\/em> as likely to feel overlooked.<\/p>\n<p>Secondly, if people come into the office but don\u2019t prioritise relationship building \u2013 and instead work at their desks \u2013 they won\u2019t benefit from that all-important face time.<\/p>\n<p>And this is more likely to affect women \u2013 many of whom suffer from the <a href=\"https:\/\/negotiatingwomen.com\/the-tiara-syndrome-in-sheryl-sandbergs-lean-in\/\">Tiara Syndrome<\/a>: they\u2019re more likely to get their heads down and work hard, and then expect someone to recognise their excellent work.<\/p>\n<p>So if more women work at home rather than in the office, and if those who do come into the office prioritise long days at their desk \u2013 then what?<\/p>\n<p>Well, we could end up in a position where hybrid working kills women\u2019s visibility. And the impact of that on leadership pipelines and overall culture is <em>seriously<\/em> worrying.<\/p>\n<p>But it\u2019s not time to panic just yet.<\/p>\n<p>There are a few things you can do to help the women in your business retain their visibility, while working wherever (and however) they want.<\/p>\n<h2>Prepare to spot worrying patterns<\/h2>\n<p>Right now, things are changing by the day: from the number of COVID-19 cases to how businesses (and people) want to work. And this period of flux won\u2019t settle down any time soon. Which means for a while, definitive patterns will be hard to spot.<\/p>\n<p>But just because things are all over the place, doesn\u2019t mean you can put this on the back burner. Over the course of the next six, nine, 12 months, monitor who\u2019s coming in and how often. This isn\u2019t about policing the office \u2013 you certainly don\u2019t want to create a Big-Brother set-up \u2013 but you do need a way to check for gender imbalances.<\/p>\n<p>So, get a plan together around how you\u2019ll monitor this, and how you\u2019ll spot patterns emerging \u2013 with enough time to rectify them. Because if you don\u2019t, you could end up back at square one with your talent pipeline.<\/p>\n<h2>Introducing the visibility plan<\/h2>\n<p>Monitoring any potential imbalances will help you see things from a macro perspective.<\/p>\n<p>But you need to put measures in place on an individual level too.<\/p>\n<p>And the best way to do that?<\/p>\n<p>Visibility plans.<\/p>\n<p>Now, this shouldn\u2019t be \u2013 and doesn\u2019t need to be \u2013 an extensive, time-consuming project. (It\u2019s way too important to let people relegate this to their admin piles.)<\/p>\n<p>Setting up a visibility plan looks a little like this:<\/p>\n<ol>\n<li><strong>Re-evaluate what visibility is:<\/strong> The past 18 months has shown us that visibility isn\u2019t just being seen in the office. So, your organisation\u2019s understanding of visibility has to change in line with that \u2013 and it can\u2019t revert to old definitions once you\u2019re back in the office. And likewise, don\u2019t let shadow visibility sneak into the mix. We don\u2019t want to replicate the whole \u2018suit jacket left on the back of a chair\u2019 with digital platforms.<\/li>\n<li><strong>Encourage <em>purposeful<\/em> visibility:<\/strong> Make it clear that visibility isn\u2019t just showing your face in the office. Instead, women should decide what they want to be visible about and how they want to be seen.<\/li>\n<li><strong>Bring line managers into the discussion:<\/strong> Managers should work with their reports \u2013 especially those continuing to work remotely or hybrid \u2013 to develop this plan and understand their team members\u2019 goals \u2013 and how visibility will support this. Managers should reflect on how they can tailor this plan to their reports\u2019 duties and responsibilities too.<\/li>\n<li><strong>Prioritise relationship building and networking:<\/strong> This is where Tiara Syndrome can scupper plans \u2013 when women get their heads down and hope to be \u2018crowned\u2019 for their good work, and risk becoming invisible while they wait. Yes, everyone has tough workloads and long to-do lists, but spending part of in-office days desk-hopping and chatting in the kitchen can go a long way towards building relationships.<\/li>\n<\/ol>\n<h3>\nDon\u2019t be afraid of the long lunch<\/h3>\n<p>A key part of protecting visibility is understanding the changing role of the office. In the Before Times, all work happened there. Now, we need to be smart about what we do and where.<\/p>\n<p>If your people spend time physically getting to the office, and then don\u2019t use that office time in a specific way \u2013 they\u2019ll wonder whether it\u2019s worth it. And that\u2019s fair enough: why add a couple of hours to your day to sit in the office on Zoom calls?<\/p>\n<p>So, accept that the office is less about quiet, studious work now \u2013 and more about creative discussions, forging ideas, and strengthening relationships.<\/p>\n<p>Which means there\u2019s no need to panic if people don\u2019t look as traditionally productive or efficient as before. Ad-hoc coffees and spur-of-the-moment long lunches will foster an openness that\u2019s essential for innovation and creativity.<\/p>\n<p>As part of this, you may want to offer coaching around priority management skills \u2013 coaching, rather than training, because there\u2019s no simplistic blueprint here. For this to work, employees will need to decide which tasks are best suited to the office, versus those that are location agnostic.<\/p>\n<h3>Hybrid working with a whole-person approach<\/h3>\n<p>I won\u2019t sit and regale you with all the benefits that hybrid working has. You\u2019ve no doubt read about them hundreds of times (and experienced them for yourself).<\/p>\n<p>But while there are all these benefits, we need to be frank with the risks. And the detrimental impact on visibility \u2013 especially for women \u2013 can\u2019t be understated. So, take the time to explore visibility plans and how you can incorporate them into line manager responsibilities.<\/p>\n<p>And above all, <em>listen<\/em> to your employees. Find out what puts them off coming into the office \u2013 and use this to inform and guide your hybrid model.<\/p>\n<p>If you\u2019d like a hand with implementing visibility plans or accelerating progression for women in your workplace, <a href=\"\/contact\/\">get in touch with me here<\/a>. And if you\u2019d like to see an example of how we help employees develop their own success strategies for hybrid working, you can <a href=\"https:\/\/talking-talent.zoom.us\/rec\/share\/e6rqtDRN745ZkSkEsQuWL2d2F2ptvS_P6cgO2HlmxZHeCCUV_xTseDPFVCQDS8Pi.39I314kFqzFV4ZMN?startTime=1627570810000&amp;dm_i=57XC,FPBJ,3XCRV6,1TQGB,1\">watch this on-demand webinar<\/a>.<\/p>\n<p>By <a href=\"\/about\/meet-the-team\/rebecca-hourston\/\">Beks Hourston, MD \u2013 Head of Women\u2019s Leadership Programmes<\/a><\/p>\n<\/div>\t\t\t\t\t\t\t<section class=\"sticky-content-sidebar__related-insight\" aria-labelledby=\"related-insight-heading\">\n\t\t\t\t\t<div class=\"sticky-content-sidebar__related-insight-header\">\n\t\t\t\t\t\t<h2 id=\"related-insight-heading\" class=\"sticky-content-sidebar__related-insight-heading h6\">Related insight<\/h2>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<h3 class=\"h6 sticky-content-sidebar__related-insight-title\">Sarah Speake joins Talking Talent as Non-Executive Director<\/h3>\n\t\t\t\t\t<a href=\"https:\/\/staging.talking-talent.com\/us\/insights\/news\/sarah-speake-joins-talking-talent-as-non-executive-director\/\" class=\"arrow-link arrow-link--dark arrow-link--underline has-dolly-zoom-trigger\"><div class=\"arrow-link__arrow\"><svg width=\"16\" height=\"12\" viewBox=\"0 0 16 12\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M8.34192 10.7282L9.67518 12L16 6L9.67518 0L8.34192 1.27177L12.3761 5.08698H0V6.91315H12.3761L8.34192 10.7282Z\" fill=\"#2C2A29\"\/><\/svg><\/div> <span class=\"arrow-link__text\">Read more<\/span> <\/a>\t\t\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n<div id=\"related-posts-grid-6a0389ec57edb\" class=\"related-posts-grid page-block page-block--pdtop-reg page-block--pdbot-reg\">\n\t\n\t<div class=\"container related-posts-grid__wrap\">\n\t\t\n\t\t\t\t\t<div class=\"related-posts-grid__grid\">\n\t\t\t\t\t\t\t\t\t<div class=\"related-item\">\n\t\t\t\t\t\t<a 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