As organizations are increasingly dealing with transitions to remote and hybrid work, organizational trends are showing an increased priority on Diversity, Equity, and Inclusion (DEI). As research shows, the pandemic has amplified inequality, making DEI even more important for diverse communities and individuals. Prioritizing DEI within an organization means embedding it into policies and practices to make sure that everyone feels welcome and supported. In remote and hybrid environments, DEI is especially important to meet the individual needs of team members and address potential challenges in an intersectional and tailored way. Prioritizing DEI is an active and persistent effort. It requires organizations to actively incorporate the values of DEI into practices, behaviours, norms, and initiatives. 

This is the second post in a three-part series on supportive remote and hybrid working environments. As a student and intern this summer, while I am navigating new environments, policies, and initiatives, I’m constantly reminded of the significance of DEI and the importance of supportive and accommodating spaces. Prioritizing DEI can take a variety of forms from large-scale initiatives, such as those found in hiring and onboarding processes, to little accommodations, such as having closed captions or live ASL interpretation in meetings. Regardless of the size of the undertaking, focusing on DEI is essential to ensuring that team members feel supported and equipped to perform at their best. 

Whether online or in-person, DEI strategies ensure that organizations recognize and value differences among team members and ensure everyone is welcome and supported. The three aspects of DEI are: 

Diversity is the presence of individuals with different backgrounds and lived experiences. In the workplace, diversity is not limited to identity. It goes beyond race, gender, gender identity, sexual orientation, age, class, ability, etc., to include work and life experience. In this blog post for Blue Avocado, Andrea King Collier talks about the importance of recruiting nonprofit board members who have diverse skills, lived experiences, and values. Diverse recruiting goes beyond quotas. It makes sure the board is a “true reflection of the people who are served”.  

Equity is neutrality and fairness. It is impartial and makes sure everyone is provided with equal access and support. Equity recognizes that everyone carries bias that impacts decisions, behaviours, and outlooks. It meets people where they are at and makes sure that different circumstances don’t prevent opportunity. In accounting for equity, organizations can recognize barriers and support team members with individual needs in mind. Prioritizing equity could look like making accommodations for different abilities, disclosing wage gaps, or providing diversity training. 

Inclusivity is the practice of making sure everyone feels welcomed, supported, valued, and as though they belong. Across identity, everyone should feel as though they are respected, represented, and heard. Within organizations, inclusivity creates a sense of belonging among team members. Fostering inclusivity can look like education for leaders and team members, celebrating employee differences, listening to team members, and making arrangements to meet different needs.  

Prioritizing DEI is an ongoing process of education and growth. Building and actively maintaining a culture that is diverse, equitable, and inclusive can be extremely beneficial for organizations. In this study conducted by the NeuroLeadership Institute, researchers found that inclusive workspaces can provide a host of both physical and psychological benefits. Inclusive spaces can foster more intelligent thought, healthier self-care practices, pro-social behaviours, greater self-regulation, a sense of purpose, and better overall team well-being.  

In remote or hybrid organizational models, DEI strategies need to account for the challenges and barriers of virtual work. Virtual work is more isolating, and reduces face-to-face interactions, socialization, and networking between team members. Disconnect and isolation also mean less support. This could result in low team member engagement or make people feel like they can’t advocate for their needs and accommodations.  

Meaningful and supportive DEI strategies require strong relationships, vulnerability, and trust. Creating these deep relationships and having difficult conversations can be more challenging in a virtual or hybrid environment due to the lack of non-verbal cues and body language indicators. This can lead to challenges in resolving conflict and addressing trying topics, unconscious biases, or microaggressions.  

Virtual and hybrid environments also present a variety of inherent biases and expectations. Proximity bias, for example, is the tendency for those who are physically closer to be in positions of power. In a hybrid setting, this might look like greater opportunities for team members who are in-person. As noted in this BBC article, leaders may be more inclined to ask in-person employees for their input rather than jumping on Slack, Zoom, or Teams, to do the same with someone working from home. In addition to proximity bias, there is a tendency to overemphasize the importance of productivity in virtual or hybrid setups. This can lead to a competitive organizational culture and promote overtime, blurring work-life balance. DEI strategies need to account for these biases and expectations and ensure that team members are supported and valued regardless of whether they are in-person or remote. 

While virtual and hybrid environments can present challenges, they also provide greater accessibility and safety, often making them more appealing for people with diverse identities. For certain demographics, virtual and hybrid options can be more flexible and supportive in attending to specific needs. Ensuring that working virtually does not ostracize or isolate team members is extremely important. 

To overcome challenges of isolation, disconnect, and a lack of engagement, many organizations have established employee resource groups and other identity-based communities. Employee resource groups (ERGs) are voluntary employee-led communities, typically made up of employees with a shared identity. The groups are a great way to provide equity-deserving groups with formal channels to advocate for and support their needs. Groups can be based on a wide variety of shared characteristics such as gender, religion, ethnicity, language, ability, work aspirations, or family situation.  

Hosting these resources online, or in a hybrid set-up, can bridge gaps between team members who are in-person and online. Employee resource groups not only support communities within an organization, they are also great diversity identifiers. These groups promote inclusivity and expand understandings of diversity beyond gender and ethnicity. ERGs are powerful tools to grow employee engagement and strengthen community relationships. They foster connection, promote awareness, and provide team members with tools to advocate for equity.

DEI strategies are an important part of supportive and inclusive remote and hybrid organizational environments. They are uniquely positioned to address challenges and equip team members with the tools and resources they need to feel a sense of belonging, create communities, and advocate for themselves. Effective DEI strategies are ever evolving and changing to respond to challenges and overcome barriers. They drive awareness around diversity, equity, and inclusion, evaluate the presence of diversity, equity, and inclusion in the organization, and are present throughout operations and leadership techniques. Whether it be through Employee Resource Groups or other strategies, committing time and energy to DEI strategies and embedding DEI throughout operations can ensure that all team members feel welcome, supported, and equipped to be their best.