Countering Proximity Bias with the Primacy Effect

The shift to hybrid work has brought a new set of challenges for team dynamics. One significant issue is Proximity Bias, the tendency to favor those we see more frequently. This natural inclination can lead to unconscious favoritism toward office-based colleagues, often leaving remote workers feeling "out of sight, out of mind." As companies continue to navigate hybrid working, it’s essential to recognize and counteract this bias to maintain a fair, inclusive workplace. One way to combat Proximity Bias is by leveraging the Primacy Effect—the tendency to remember the first piece of information we encounter better than later information. Here’s how understanding and balancing these biases can make hybrid work more equitable for all.

Understanding Proximity Bias in Hybrid Teams

In a hybrid work environment, some team members work from the office more often than others. This naturally leads to increased visibility for office-based employees, who have more opportunities for casual interactions, face-to-face conversations, and spontaneous exchanges with colleagues and leaders. As research shows, we tend to favor those we see more frequently, which can lead to unconscious in-group favoritism among those who share the same physical space.

For example, during hybrid meetings, it’s common for those in the office to dominate discussions, unintentionally excluding remote team members. People in the meeting room can read each other’s body language, respond to non-verbal cues, and avoid the fatigue that comes with video calls. This often leads to office-based employees connecting more effectively, even if it means unintentionally sidelining remote colleagues.

Primacy Effect: A Tool to Counter Proximity Bias

The Primacy Effect is a cognitive bias where we remember the first information we encounter better than information presented later. By structuring hybrid meetings to take advantage of this bias, we can give remote team members a stronger voice and ensure they aren’t overshadowed by office-based colleagues.

Here’s how it can work: at the beginning of hybrid meetings, invite remote participants to share their views first. Allowing remote employees to speak before office-based team members ensures that their perspectives are heard, setting an inclusive tone for the rest of the discussion. This practice can help balance the conversation, reminding everyone in the meeting to pay equal attention to remote voices.

Another strategy is to have all team members, regardless of location, join meetings from their individual laptops and use virtual hand-raising or question buttons to take turns speaking. This setup levels the playing field and eliminates the “us vs. them” dynamic that can arise when some people are physically together in a meeting room while others are remote. By creating an environment where everyone has an equal chance to participate, leaders can foster a more inclusive hybrid culture.

As hybrid work continues to evolve, so must our understanding of biases like Proximity Bias and strategies to counteract them. Leveraging the Primacy Effect to give remote employees an equal voice is one small but impactful step toward a more inclusive workplace. Ultimately, balancing Proximity Bias and Primacy Effect is about more than meeting logistics; it’s about building a fair, connected, and customer-centric culture that recognizes and values every employee’s contribution. By consciously addressing these biases, leaders can ensure that hybrid teams aren’t just functional but genuinely inclusive.