Black and minority ethnic workers are less likely to feel comfortable asking for flexibility in the ... [+]
Flexible and hybrid working arrangements have become more popular and more widely available since the Covid-19 pandemic, but new research shows that not all workers enjoy the same accommodations, and that the repercussions of taking advantage of certain work options can vary widely too.
A study published this month in the U.K. shows that Black and minority ethnic workers are less likely to feel comfortable asking for flexibility in the workplace, as a result of past experiences of racism and of stigmatized views against homeworkers.
The research, conducted by academics at the University of Kent in collaboration with the Trades Union Congress (TUC)—a federation of trade unions—also found that Black and minority ethnic workers reported that there was more monitoring and surveillance of their work from managers and colleagues when working from home than there was of white workers.
These individuals reported working longer and harder when working at home, with many feeling the need to perform digital presenteeism: feeling compelled to be constantly visible online and available to work.
“Our project results show the immense amount of benefits home and hybrid working can bring to workers, especially BME workers and potentially other workers in marginalized positions,” explained Heejung Chung, a professor at Kent’s School of Social Policy, Sociology and Social Research, who was one of the lead academics on the study. “However, the report also shows how there is more work to be done in order for us to ensure that home and hybrid working does not result in exacerbating problems in the workplace,” she added.
She noted that employers have to do much more work to normalize flexible working for all workers, regardless of their race, and to provide workers with better protection from the ‘always-on’ culture of overwork that permeates so many organizations and industries.
Those working under hybrid arrangements, she explained, should be protected by anti-discrimination clauses and by the right to disconnect. Managers should also implement a clearcut measurable index for productivity and performance to counteract presenteeism, for example.
Alice Arkwright, Policy Officer at TUC, said that while working from home some or all of the time is a good option for many workers, “some employers still have negative views of working from home – which can lead to problems like excessive monitoring and micromanagement.”
“Every employer should have a home working policy that sets out clear expectations and boundaries, including about how to prevent overwork and long working hours,” Arkwright said. “And all working people should have access to flexible working options, not just those who can work from home.”
