[mcph]

This article (similar to the several others that have been posted on remote work today) didn't touch at all on how working remotely may affect companies' ability to combat implicit bias vis a vis promotions. From conversations I've had with folks in tech, it seems that many managers believe remote work will improve the fairness of their promotion processes because it removes vectors for implicit bias like how social a person is, what a person looks like, etc.

But it also removes what I've experienced to be a low-barrier opportunity for those who are quiet or unlikely to promote their work to do so—in person in a one-on-one setting. Without the opportunity to learn by example in-person, I worry that less experienced people (especially shy ones) in technical career tracks will not self-advocate. In turn, due to implicit bias that will inevitably shape manager-employee relationships, I fear they'll stall.

It's really not a solution to say that managers should be offering the conversations, because of course, managers inevitably will fail to do so in many corporate culture.

We are going remote-first from the jump, but as we scale I am pretty concerned about how to combat this phenomenon.