See me from behind the screen: minority ostracism in remote and hybrid work contexts

Purpose This multi-study research investigates how workplace ostracism (WO) is experienced by minority employees in remote and hybrid work. Guided by social identity theory (SIT), we examine the influence of minority status on WO and the moderating role of telework in this relationship. Design/methodology/approach A mixed-methods approach was used. Study 1 included a quantitative survey of 291 full-time employees in the U.S. (63.2% White, 18.2% Black, 8.2% Asian; 50.5% male). Study 2 involved in-depth qualitative interviews with 20 minority employees (60% Black; 80% female) in remote or hybrid roles, exploring their lived experiences of WO. Findings Quantitative findings showed that minority status—particularly African American identity—was positively related to WO. Telework did not moderate the relationship between minority status and WO. Qualitative themes revealed group- and individual-based exclusion, limited learning opportunities, and lack of leadership action. Further, in remote settings, subtle exclusionary practices – such as restricting access to meetings or hiding calendars – were more pronounced. Originality/value This study is one of the first to explore WO among minority employees in remote and hybrid settings. It shows how telework can reduce overt exclusion yet enable subtler barriers, such as hidden meetings and withheld information. By centering minority voices, the research offers new insights on equity and belonging in hybrid work.