The rise of telework and hybrid work arrangements has transformed workplace dynamics, offering flexibility while raising concerns about workplace ostracism (WO), particularly among minority employees. Guided by Social Identity Theory (SIT), which explains how group memberships influence identity and belonging, this mixed-methods study investigates the intersection of remote work, minority status, and WO. Study 1, a quantitative survey of 291 full-time employees, revealed that minority status, particularly African American identity, showed a marginally significant positive relationship with WO, emphasizing their heightened vulnerability. However, no significant moderating effect of telework on minority WO was observed. Job tenure consistently emerged as a protective factor, mitigating ostracism perceptions. Study 2 employed qualitative interviews with 20 minority employees in hybrid or remote roles, investigating the lived experiences and perspectives of minorities. Themes included group- and individual-based exclusion, work modality barriers, and insufficient leadership action. The findings also highlight how subtle exclusionary behaviors, such as hidden meetings and withheld resources, can be exacerbated by remote work dynamics. We discuss practically impactful implications for leaders and organizations, as well as limitations and future research opportunities.
