Hybrid work has unlocked flexibility for many employees, but it has also introduced new challenges — including proximity bias. This happens when managers or teams unconsciously favor employees who are physically in the office more often. They may be the first considered for promotions, high-visibility assignments, or leadership opportunities simply because they’re seen more. For LGBTQ+ professionals, especially those who feel safer or more affirmed working remotely, proximity bias can create uneven playing fields that impact career growth and financial stability. Understanding this bias — and learning how to navigate it — is essential in today’s workplace.

Understand What Proximity Bias Looks Like in Practice

Proximity bias isn’t always obvious. It can show up in subtle ways:

• In-office employees being invited to informal conversations that lead to opportunities
• Remote workers being overlooked for stretch projects
• Leaders assuming remote teammates are less committed
• Decisions being made in hallways or unplanned desk-side chats
• Uneven access to information or organizational context

Recognizing the patterns helps you respond strategically rather than internalizing them as personal shortcomings.

Control Your Visibility — Without Sacrificing Your Boundaries

Visibility doesn’t require physical presence. Remote or hybrid LGBTQ+ employees can stay strategically present by:

• Providing clear, consistent updates on progress
• Using video or voice notes when appropriate to humanize communication
• Scheduling brief check-ins with managers or collaborators
• Participating actively in digital channels
• Documenting contributions in shared workspaces

Visibility is about clarity, not self-promotion.

Be Proactive About Intentional Relationship-Building

Relationships shape opportunities. If you’re remote or hybrid, you may need to create intentional connection points, such as:

• Virtual coffee chats
• Monthly syncs with colleagues you rely on
• Participating in ERGs or LGBTQ+ employee networks
• Attending occasional in-person events if accessible and affirming
• Celebrating others’ wins publicly or privately

These small moments compound over time and help you stay connected without forcing constant physical presence.

Make Your Work Easy to See and Hard to Misinterpret

Proximity bias thrives when work is invisible or poorly understood. Create clarity by:

• Sharing deliverables in transparent systems
• Logging progress in project management tools
• Documenting decisions and next steps
• Providing summaries after key meetings
• Using clear, impact-oriented language when describing contributions

This doesn’t just counter bias — it strengthens your professional credibility.

Ask Direct Questions About Expectations

Sometimes proximity bias happens because norms weren’t clarified. Ask your manager:

• “How do you evaluate impact fairly across remote and in-person teammates?”
• “What communication rhythms work best for you?”
• “Are there specific moments where being in person is necessary?”
• “How can I ensure I’m considered for growth opportunities?”

These questions signal initiative and reduce the guesswork that fuels inequity.

Watch for Structural Patterns — Not Just Personal Dynamics

If proximity bias is widespread, you might notice:

• Remote workers consistently advancing more slowly
• Decisions happening in informal, in-office settings
• Leadership roles filled mostly by in-office employees
• Remote staff excluded from mentorship or sponsorship pipelines

In these cases, documentation and community support (including ERGs or HR partners) can help surface concerns constructively.

Protect Your Wellbeing When Navigating These Dynamics

Queer professionals often face multiple forms of workplace bias at once — proximity, gender presentation, race, sexuality, or assumptions about “fit.” Navigating proximity bias can feel like one more layer of emotional labor.

Build in practices that support you:

• Debrief with trusted peers
• Use boundaries to prevent overworking
• Take breaks from being “always on camera”
• Celebrate small wins
• Seek LGBTQ+-affirming networks where you can be fully yourself

Your wellbeing is part of your professional strategy.

Hybrid Work Doesn’t Have to Limit Your Growth

Proximity bias may be real, but it’s navigable. Hybrid workers — including LGBTQ+ professionals who rely on remote flexibility for safety, mental health, or identity expression — can still build visibility, influence, and advancement.

You don’t have to be in the room every day to be recognized. You just need a strategy that helps your work speak clearly, consistently, and confidently.