After the onset of the COVID-19 pandemic in March 2020, companies around the world built and refined models of working in both fully remote and hybrid environments. While many of these policies and programs focused on maintaining operational productivity, few intentionally considered equity in their structures or outlined guidelines to ensure all employees felt they were treated fairly, regardless of chosen work modality or other external factors. While many organizations looked at factors such as pay, promotion rate, and attrition across different demographics as key measurements of equity, the onset of remote work appeared to require an expansion of these variables to include work modality so that companies can more clearly understand how physical presence in the office might impact these measures of advancement in the workplace. This technical note offers an overview of equity and remote work, including benefits of remote work for marginalized groups and challenges presented by remote work, including career-limiting factors. At the Darden School of Business, it is taught in first-year and second-year ethics electives. It would also be suitable in a module covering diversity, equity, and inclusion.