During the global pandemic, organizational leaders and HR professionals have been challenged with managing a remote workforce. Along with increasing social justice issues and concerns raised by the Black Lives Matter (BLM) movement, organizational leaders are now focusing their diversity, equity, and inclusion (DEI) efforts on ensuring remote workers not only feel included in the efforts but are included as well.
Why inclusion matters
Having workplace diversity is becoming a more desired outcome for employers. They recognize that a collaborative and creative work environment not only drives business growth but also increases sustainability in a competitive space.
As leaders focus on diversity efforts, however, they often fail to zero in on inclusion, which is an essential and key component to successful DEI programs. Inclusion matters and affects not only how workers feel but also how engaged they are with their work and their commitment to their employer. According to Gartner Research, a 20% increase in organizational inclusion translates into:
Here are three key ways to increase and support inclusion in your remote workforce:
Why inclusion matters
Having workplace diversity is becoming a more desired outcome for employers. They recognize that a collaborative and creative work environment not only drives business growth but also increases sustainability in a competitive space.
As leaders focus on diversity efforts, however, they often fail to zero in on inclusion, which is an essential and key component to successful DEI programs. Inclusion matters and affects not only how workers feel but also how engaged they are with their work and their commitment to their employer. According to Gartner Research, a 20% increase in organizational inclusion translates into:
- A 6.2% increase in on-the-job effort;
- A 5% increase in an employee's desire to stay with an organization; and
- A 3% increase in individual job performance.
Here are three key ways to increase and support inclusion in your remote workforce:
- Establish ERGs. Employee resource groups (ERGs) are identity or experience-based groups that build community. They're very useful in developing DEI programs because they provide an opportunity for employees who share common identities to meet and support one another while building a sense of inclusion within an organization. The groups can be a valuable resource and help employers to learn and identify employee perceptions, concerns, and activities.
- Create sense of belonging. Having a sense of "belonging" is an important and critical factor for developing and improving workplace inclusion. The overwhelmingly large percentage of employees working remotely still need to feel they're valued and cared for within the organization. HR leaders should ensure managers and supervisors interact with their workers and teams on a consistent basis.
You can create a sense of belonging by recognizing and acknowledging good work or accomplishments and hosting virtual team meetings. During the gatherings, try to simulate interactions that would typically occur in the workplace, such as "coffee breaks," which would naturally allow workers to convene and interact with one another.
- Talk about inclusion. It's vital for organizational leaders to understand their role in ensuring and supporting inclusion with a remote workforce. A crucial step is to communicate the organization's position on inclusion.
Maintaining consistent and effective communication is "key" to worker engagement and trust. They need to hear from leaders, HR partners, and managers. Be consistent in practice, and follow through on any communicated promises.
Takeaway
With remote work continuing because of the pandemic and DEI efforts strengthening because of #BLM, you must find ways to ensure your entire workforce feels included.