Ways To Enhance Inclusion in Remote Teams

The global workforce has a new look; our schedule, environment, and behavior have drastically changed. Despite these transformations, the need for a diverse and inclusive workplace culture and strong leadership skills have never been more pressing. And this is the time that presents a chance for businesses to cultivate a more inclusive workforce. This transition can serve as a driving force for positive change and help organizations establish a fair and equitable environment for all employees. 

Having inclusive remote teams serves several advantages, such as higher productivity, lower expenses, and more flexibility but also poses new challenges. 

Being in a remote team can create feelings of isolation and disconnection, which can negatively impact team members from marginalized groups. It is important to bridge the gap between seclusion and detachment.

The primary target for companies is to ensure that everyone has equal opportunities to participate, contribute, and succeed in their roles in a virtual setting and to reduce biases and marginalization of employees. 

To address this challenge and foster inclusive workplace practices in a remote work environment, companies must adopt a multifaceted approach that includes developing a diversity, equity, and inclusive (DE&I) policy. Let’s explore a few different ways to enhance inclusion in remote teams.

What is inclusion in remote teams?

As remote work becomes the new normal for many companies, the importance of fostering an inclusive environment for remote teams cannot be emphasized enough. An inclusive workplace values and promotes diversity in its culture and operations. This includes having clear policies and processes to support and integrate employees from all backgrounds and following the best practices of DE&I to achieve workforce diversity.

Such a workplace fosters an environment where diverse employees can thrive, feeling welcome, respected, supported, valued, and empowered. The goal of an inclusive workplace is to ensure that all employees feel they have a voice, belong, are treated as individuals, and are valued. 

Developing an inclusive culture takes time and requires efforts on both systemic and individual levels and support and encouragement from company leaders. It requires a concerted effort from all levels of the organization.

For example, McKinsey’s Delivering Through Diversity report found that corporations that embrace gender diversity on their executive teams were more competitive and 21% more likely to experience above-average profitability. As the report suggests, corporations with gender-diversified leaders in their executive teams tend to perform better and achieve higher financial success compared to those with limited gender diversity in their top management, and embracing gender diversity can lead to improved business performance and competitiveness.

Companies must be committed to ongoing DE&I efforts and provide the necessary resources and support to ensure that all team members feel included and valued, regardless of their backgrounds or differences. As remote work continues to be the norm, companies prioritizing inclusion in remote teams will set themselves up for success.

Ensuring inclusion in employee development programs

In today’s ever-evolving business landscape, companies are constantly looking for ways to stay ahead of the competition. A key strategy that many organizations are turning to is investing in the growth of their employees. However, these development programs must be inclusive, ensuring that all members of the workforce have the opportunity to grow and advance.

Companies must take action to ensure that their development programs are accessible to all employees, regardless of their background or experience level. It means following best practices for diversity and inclusion in the workplace, including providing training materials in multiple languages, offering online or remote learning options, teaching on unconscious bias, and accommodating a diverse group of trainers and facilitators.

In addition to being inclusive, employee development programs should also be tailored to meet the specific needs of each individual. This can involve assessing employees’ skills and abilities to identify areas of improvement and then providing customized training and support to help them succeed.

Creating an inclusive and personalized employee development program can have a significant impact on an organization’s bottom line. It can lead to increased productivity, improved employee satisfaction, and reduced turnover rates.

In conclusion, companies that want to stay competitive in today’s marketplace should prioritize the development of their employees. By ensuring that their development programs are inclusive and personalized, organizations can create a culture of learning and growth that benefits everyone.

Impact of remote work on inclusivity

Remote work has the potential to both positively and negatively impact inclusivity. The transition to remote work has highlighted existing equity gaps and disproportionately affected marginalized communities.

Remote work allows for more flexibility, which benefits single parents, individuals with disabilities, sick elders, spouses, children, etc. The ability to work from anywhere also opens up job opportunities for individuals who may face barriers to traditional in-person work, such as those living in underrepresented or remote areas.

Conversely, remote work can also lead to feelings of isolation and disconnection among team members, particularly those from marginalized groups. Without the benefit of face-to-face interactions and cultural cues, it can be more difficult to understand and navigate differences, which can result in feelings of being left out. Additionally, it can be more difficult for managers to recognize and deal with unconscious bias in a remote setting.

Companies must understand the potential impact of remote work on inclusivity when designing remote work strategies. This includes providing training and support for team members to navigate the unique challenges of remote work, ensuring that remote employees have equal access to opportunities and resources, and actively seeking out and involving underrepresented groups in the decision-making process.

Additionally, creating a remote DE&I policy, setting up remote DE&I committees, and encouraging personal commitment towards inclusivity are a few ways to foster an inclusive remote work environment.

Therefore, while remote work has the potential to increase inclusivity, companies must be mindful of the unique challenges that remote work can pose and take the necessary steps to ensure that all team members feel valued, respected, and included in a virtual setting.

Develop a DE&I Policy focused on remote team

Developing a Diversity, Equity, and Inclusion (DE&I) policy specific to remote teams is an essential first step in this process. A DE&I policy for remote teams should outline the company’s commitment to diversity, equity, and inclusion. Also, provide guidelines on how to foster inclusivity within the remote team. This policy should also include clear steps on how the company will address and prevent discrimination and bias in a virtual setting.

It is important that the DE&I policy is easily accessible to all remote team members, and that the company communicates this policy to all employees. The company should also provide training and resources to support the implementation of the policy, and ensure that it is continuously reviewed and updated as necessary.

Another key step in developing a DE&I policy for remote teams is to involve underrepresented groups in the process. This means creating an environment where employees from diverse backgrounds feel comfortable providing feedback and input. 

Companies should also guide their managers and leaders to foster a culture of inclusivity, and regularly evaluate their DE&I policies to ensure that they are meeting the needs of all remote team members.

Having diversity management specific to remote teams is essential in fostering an inclusive virtual environment. Companies must regularly review, update and communicate the policy, involve diverse groups, and hold leaders accountable to ensure a more diverse, equitable, and inclusive remote team. Companies that prioritize DE&I in remote teams will be better equipped to foster a culture of inclusivity and will benefit in the long run.

Create a remote DE&I committee

A remote DE&I committee is a group of team members from diverse backgrounds responsible for creating and implementing DE&I initiatives within the remote team. This can include but is not limited to developing strategies for addressing discrimination and bias, promoting diversity in the workplace, fostering an inclusive culture, and providing training and resources to support DE&I efforts.

The remote DE&I committee is responsible for: 

• Linking diversity and inclusion with the company’s purpose, beliefs, and targets.
• Clarifying significant objectives and practical steps to promote diversity and inclusion.
• Enforcing policies that ensure fairness for all workers.
• Assessing the success of ongoing initiatives and making necessary changes.

Facilitate work and non-work-related conversations

Work and non-work-related conversations can help team members understand and connect, regardless of their backgrounds or differences. Facilitating interactions through virtual coffee breaks, opening a channel in your team for casual conversation, and collaborating on remote tools like Trello and Slack are a few easy steps to get there. These activities provide an opportunity for team members to interact with one another in a more relaxed setting, which can help break down barriers and build stronger relationships.

These can be used as opportunities for team members to share updates on both work-related and personal topics. As a leader, encourage team members to speak up and share their perspectives during these meetings, helping to create a more inclusive and equitable environment.

It is also important to set up clear and open communication channels where team members can discuss any concerns they have and raise any issues they may be facing related to diversity, equity, and inclusion. Management should also make sure that all the team members feel comfortable sharing and discussing the challenges they’re facing in the remote work setup.

Train leaders to be empathetic

Being empathetic is one of the critical factors to practicing inclusivity in the workplace– to be understanding and welcoming. Empathetic leaders are better at understanding and appreciating the perspectives and experiences of team members from diverse backgrounds, which can help to create a more inclusive and equitable culture. Understanding empathy and channeling it to the individuals around you isn’t easy.

To build empathy, one must learn to listen to others. Empathy for people is developed through vulnerability, and businesses are no different. Companies must acknowledge their difficulties and problems in a way that shows they are making an effort. Not only does this increase empathy, but customers are also better able to deal with failure if things don’t work out.

Sometimes, leaders become so engrossed in their perspective that they lose sight of the situations in which people find themselves. The idea is to become more conscious and aware of perspectives. Leaders may find it simpler to create empathy for others if they can accomplish it.

It’s also important to remember that empathetic leadership is a continuous process, leaders should be encouraged to reflect on their actions and continuously improve their ability to understand and appreciate the perspectives of others.

Empathetic leaders are better equipped to create a culture of inclusivity that values and respects the perspectives and experiences of all team members.

Create structured opportunities for the team to connect

Creating structured opportunities for the remote team to connect is an important aspect of fostering a more inclusive and cohesive team. Regularly scheduled virtual interactions, such as virtual coffee breaks, team-building activities, or online games can help to break down barriers, build stronger relationships and foster a sense of connection among remote team members.

Create structured opportunities for the team. Scheduling online games, virtual coolers, and book clubs provide a chance for team members to socialize and connect in a more relaxed setting. This can also be a great way to break the monotony of remote work and relieve the isolation that might come with it.

Schedule virtual check-ins and open communication channels are some ways to create these opportunities and help team members connect, understand, and value each other better, regardless of their backgrounds or differences.

Encourage every team member to have personal commitment toward inclusion

Encourage every team member to take ownership of inclusivity, companies can create a culture where everyone is working towards creating an inclusive environment. 

Encourage a personal commitment towards inclusion through providing education and resources on the topic. This can include providing training and resources on diversity, equity, and inclusion, as well as on unconscious bias and cultural competency. 

Invite team members to join a remote DE&I committee, providing opportunities for mentorship and leadership development, or giving team members the chance to take on DEI-related projects and responsibilities.

Set an example through leadership participation in inclusion-focused activities. Management and leadership can demonstrate their commitment to DE&I by engaging in inclusive practices and promoting DEI initiatives.

According to the Harvard Business Review, companies with diverse leadership teams are 70% more likely to capture new markets. By providing team members with the knowledge and tools they need to understand and address discrimination and bias, they are more likely to take an active role in creating an inclusive culture.

In conclusion, encouraging every team member to have a personal commitment toward practicing diversity and inclusion in the workplace is an important step in creating a more inclusive remote work environment. By providing education and resources, giving team members opportunities to get involved in DEI initiatives, modeling inclusive behavior, and holding team members accountable, companies can create a culture where everyone is working towards creating an inclusive environment.