Remote work has opened new doors for diversity, equity, and inclusion (DEI) in the workplace. Here's how to make your distributed teams more inclusive:
- Clear Communication Methods
- Online Team Activities
- Hiring from Different Backgrounds
- Remote Mentoring
- Equal Access to Technology
- DEI Learning Programs
- Adjustable Work Schedules
- Including Everyone in Decisions
- Groups for Specific Employees
- Regular DEI Check-ins
Quick Comparison:
| Strategy | Key Benefit | Implementation Difficulty |
|---|---|---|
| Clear Communication | Reduces misunderstandings | Medium |
| Team Activities | Builds connections | Low |
| Diverse Hiring | Expands talent pool | High |
| Remote Mentoring | Supports career growth | Medium |
| Tech Access | Levels playing field | Medium |
| DEI Learning | Increases awareness | Low |
| Flexible Schedules | Accommodates diverse needs | Medium |
| Inclusive Decisions | Improves engagement | High |
| Employee Groups | Fosters belonging | Low |
| DEI Check-ins | Tracks progress | Medium |
These strategies help companies tap into global talent, support remote inclusion, and keep DEI efforts fresh as work evolves. Remember, DEI isn't a one-time thing - it's an ongoing process that needs regular attention and adjustment.
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Clear Communication Methods
Clear communication is key for DEI in remote work. Without face-to-face interactions, teams need to be more intentional about how they share info and work together.
Here's how to make your remote communication more inclusive:
1. Use multiple channels
People like different ways to communicate. Mix it up:
| Channel | Best for |
|---|---|
| Video calls | Team meetings, complex talks |
| Chat apps | Quick questions, casual updates |
| Formal stuff, documentation | |
| Project tools | Task updates, file sharing |
2. Set communication guidelines
Write down:
- How fast to respond
- Which channels to use for what
- Meeting rules (like using video, muting when not talking)
3. Use inclusive language
Words matter, especially in writing:
- Ask for and use correct pronouns
- Use gender-neutral terms
- Skip idioms or slang that might confuse people from different cultures
4. Provide language support
If your team's in different countries:
- Translate important messages
- Use simple language
- Use translation tools in meetings
5. Make meetings more inclusive
- Share agendas early
- Use video when you can
- Record meetings for those who miss them
- Use chat for questions to include quieter folks
6. Use tech to your advantage
Tools like Zoom, Teams, and Slack can help:
| Tool | Cool Features |
|---|---|
| Zoom | Live captions, breakout rooms |
| Teams | Message translation, background blur |
| Slack | Organized discussions, status updates |
2. Online Team Activities
Want to bring your remote team closer? Try these DEI-focused virtual activities:
Virtual Book Club
Pick books by diverse authors. Discuss monthly over video. Simple, yet effective.
Cultural Show and Tell
Team members share something from their heritage. Could be clothing, art, or family treasures.
Global Cuisine Cooking Class
Cook together, virtually. Learn dishes from different cultures. Invite team members or pros to lead.
Diversity Bingo
Play during meetings. Use custom cards highlighting team diversity. Fun and eye-opening.
Virtual Escape Room
Solve puzzles together online. Pick themes showcasing various cultures or historical events.
Here's how these activities stack up:
| Activity | Group Size | Duration | Engagement Level |
|---|---|---|---|
| Book Club | 5-15 | 1 hour/month | Medium |
| Cultural Show and Tell | 5-20 | 30-60 minutes | High |
| Cooking Class | 10-30 | 1-2 hours | High |
| Diversity Bingo | 10-50 | 15-30 minutes | Medium |
| Virtual Escape Room | 4-8 per room | 1 hour | High |
Quick tips:
- Switch up who leads activities
- Use breakout rooms for big teams
- Offer both live and on-your-own-time options
- Ask for feedback to make future activities even better
These activities aren't just fun - they're a great way to build understanding and connection in your remote team.
3. Hiring from Different Backgrounds
Remote work opens up new talent pools. Here's how to make your hiring more diverse:
Use AI to cut bias
AI tools can focus on skills, not demographics. Interviewer.AI uses Explainable AI to pick top candidates without bias. It even handles interviews in different languages.
Cast a wider net
Remote jobs naturally attract more diverse applicants. A Wharton study found that when jobs went remote:
- Female applicants jumped 15%
- Underrepresented minority applicants increased 33%
Team up with diversity groups
Partner with organizations supporting underrepresented tech workers, like Blacks In Technology (BIT) or Per Scholas. These connections can lead you to fresh talent.
Set diversity targets
Salesforce's approach shows how goals drive change:
| Goal | Target | Timeframe |
|---|---|---|
| Underrepresented groups in US workforce | 50% | Achieved |
| Increase in US Black, Indigenous, Latinx, and multiracial employees | 50% | By end of 2023 |
| Women or non-binary employees globally | 40% | By end of 2026 |
Write inclusive job ads
Ditch biased language in job postings. Stick to skills and qualifications. Show your commitment to diversity.
Mix up your interview panels
Diverse interviewers show candidates you walk the talk. It also helps reduce hiring bias.
Here's the kicker: diversity isn't just good for society - it's good for your bottom line. McKinsey found companies with diverse leadership are 39% more likely to outperform their peers financially.
4. Remote Mentoring
Remote mentoring is crucial for AI and data science teams. It's not just about support - it's a key tool for DEI.
Here's how to nail remote mentoring:
Regular check-ins are a must
Set up weekly video calls. They:
- Build connections
- Keep mentees engaged
- Create space for questions
Mix up communication
Don't stick to formal calls. Use:
- Instant messaging
- Quick Zoom chats
- Slack or texts
It's like office small talk, but virtual.
Document everything
Good docs help mentees hit the ground running. Cover:
- Coding standards
- Project workflows
- Best practices
Let mentees shine
Have mentees present their work. It:
- Boosts their visibility
- Gets group feedback
- Builds confidence
Smart mentor-mentee matching
| Strategy | Why it works |
|---|---|
| Similar backgrounds | Builds rapport |
| Different backgrounds | New perspectives |
| Skill-based | Targets learning goals |
Train your mentors
Give mentors tools for diverse mentees:
- Cultural sensitivity
- Inclusive communication
- Bias awareness
Stanford's program is a great example. It pairs grad students with diverse undergrads for weekly online sessions covering everything from course planning to mini-research projects.
Measure success
Track these metrics:
| Metric | What it shows |
|---|---|
| Retention rates | Mentoring's impact on staying power |
| Promotion rates | Career advancement |
| Engagement scores | Job satisfaction |
| Skill development | Mentee progress |
One academic hospital expanded its program to 1,500 mentors. Result? Non-white participants saw double the advancement opportunities.
Remote mentoring isn't just nice to have - it's a game-changer for diverse, equitable teams.
5. Equal Access to Technology
In remote AI and data science teams, equal access to tech is crucial for DEI. But it's not just about handing out the same tools to everyone.
True tech equity goes beyond giving everyone a laptop and internet. It means:
- Customizing tech for individual needs
- Removing obstacles for team members
- Setting everyone up for success
Here's the reality: 42 million Americans don't have fixed broadband. Rural (22.3%) and tribal areas (27.7%) are hit hardest.
To even things out:
- Offer varied tech support
- Give home office budgets
- Make sure tools work with assistive tech
Cloudflare in San Francisco nailed it:
| Policy | Result |
|---|---|
| All join video calls if one is remote | Connects in-person and remote workers |
| Inclusive meeting design | Full participation for all |
Don't forget accessibility. 15% of people have disabilities, with 3.4% facing visual challenges. Make your tech work for everyone:
- Use screen reader-friendly tools
- Add live captions to meetings
- Offer translation options
Keep tabs on:
- How employees feel
- Productivity
- Team connections
These show if your tech equity efforts are paying off.
"Equal access isn't enough", says Ron Zamir, CEO of AllenComm. "It's a challenge and always evolving. Design is key. We're just starting out. But I'm hopeful."
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6. DEI Learning Programs
DEI learning programs are crucial for a strong remote work culture. They teach teams about diversity and inclusion, improving collaboration.
Good DEI training:
- Tackles unconscious bias
- Addresses microaggressions
- Boosts teamwork across diverse backgrounds
Many companies use these programs. Microsoft's Unconscious Bias training helps employees spot and stop bias in hiring and reviews.
DEI training gets results. Companies with diverse teams perform better:
| Diverse Teams | Performance |
|---|---|
| Decision making | 87% better |
| Chance of success | 60% higher |
But it's not just about numbers. DEI programs improve work for everyone.
"DEI makes the workplace a better place and (perhaps more importantly) the world a better place." - Ethena
For effective remote DEI training:
- Use online tools like virtual breakout rooms and polls
- Ensure training accessibility
- Provide ongoing resources
DEI isn't a one-off event. It's ongoing. Regular check-ins and feedback keep DEI alive in remote work.
DEI course prices vary:
| Provider | Price | Duration |
|---|---|---|
| HR University | $238.80 | 1 week |
| American Management Association | $2,345 | 8 weeks |
| eCornell | $2,520 | 2 months |
Some, like Coursera's "Optimizing Diversity in the Workplace", are free.
The goal? Create a workplace where everyone feels valued and heard, no matter their location.
7. Adjustable Work Schedules
Remote work lets teams work across time zones. This makes flexible schedules key for DEI. When people work when it suits them best, they're happier and get more done.
HubSpot's Nataly Kelly has a smart idea for teams in different time zones:
"If your team's time zones don't overlap much, why not split your shift?"
Kelly does this herself:
"On EMEA days, I start super early and finish early. I block my calendar with 'EMEA hours: 6 a.m. to 3 p.m. EST' so others don't book me."
This helps respect everyone's time and boosts teamwork.
To make flexible schedules work:
- Set clear time zone rules
- Use shared calendars
- Pick core hours for team meetings
Dell's been doing this for years. They use online tools to keep teams in sync, no matter when they work.
| Flexible Schedule Benefits | Result |
|---|---|
| Job applications | 7x more |
| Employee happiness | Up |
| Work done | More |
| Burnout | Less |
Managers should:
- Check new hires' work hours
- Set clear deadlines with time zones
- Focus on results, not work hours
8. Including Everyone in Decisions
Remote work can make it tough to get everyone's input. But it's crucial for DEI and team engagement. Here's how to make it happen:
1. Video calls with agendas
Set up regular team meetings. Use video so everyone can see each other. Have a clear plan for each call.
2. Rotate meeting leaders
Let different team members run meetings. It gives everyone a chance to lead.
3. Ask for input
Don't wait for people to speak up. Ask each team member for their thoughts.
4. Use online tools
Shared docs and chat apps let people add ideas anytime, even across time zones.
5. Follow up after meetings
Check in with quiet team members. They might have ideas they didn't share.
6. Be clear about roles
Make sure everyone knows how they can contribute to decisions.
7. Give feedback
Let team members know how their input shaped decisions.
8. Check your process
Ask the team if they feel included. Use surveys for honest feedback.
"Craft inclusive policies that allow for flexibility while holding employees accountable." - Gianna Driver, Exabeam
This balance is key for remote teams. It lets people work their way while meeting team goals.
When people feel heard, they're more likely to stick around and work well with others. It's even more important when you can't meet face-to-face.
9. Groups for Specific Employees
Remote work can be isolating. Employee Resource Groups (ERGs) help fix this.
ERGs bring together workers with shared experiences, fostering a sense of belonging. Here's how to set them up:
1. Ask employees what they want
Survey your team about potential groups based on gender, race, age, work style, or interests.
2. Set clear goals
Give each ERG a purpose. For example, The Clorox Company's ORBIT ERG helps remote workers thrive, with over 550 members worldwide.
3. Get leadership backing
Assign a leader to each group. This shows the company values these efforts.
4. Host virtual events
ActiveCampaign's ActivePride ERG ran a month-long online festival for Pride month.
5. Track impact
Monitor how ERGs affect employee satisfaction, idea generation, and retention rates.
| ERG Benefits | For Employees | For Companies |
|---|---|---|
| Connection | Less isolation | Better teamwork |
| Support | Safe sharing space | Higher retention |
| Innovation | Idea platform | Market insights |
| Development | Leadership chances | Stronger culture |
ERGs are VOLUNTARY. Make them appealing, not mandatory.
"Employee Resource Groups are where people go to share their uniqueness and feel like they belong." - Krista Brookman, VP of Inclusive Leadership Initiative at Catalyst
10. Regular DEI Check-ins
DEI check-ins are crucial for remote work success. They help track progress and get employee feedback.
Here's how to do them right:
1. Pulse surveys
Quick, frequent surveys to spot DEI issues fast.
2. Key metrics tracking
Monitor promotion rates by race and gender. Walmart does this in their yearly DEI report.
3. Focus groups
Get deep insights from small employee groups, especially underrepresented ones.
4. Exit interviews
Ask departing employees about their experiences, including DEI concerns.
5. Open results sharing
Be transparent. Consolidated Edison publishes promotion rates over five years in their DEI Annual Report.
| Method | Purpose | Frequency |
|---|---|---|
| Pulse surveys | Quick feedback | Monthly |
| Metric tracking | Measure progress | Quarterly |
| Focus groups | Deep insights | Bi-annually |
| Exit interviews | Understand departures | As needed |
| Results sharing | Transparency | Annually |
Don't just collect data. Use it to improve your remote work environment.
"DEI data transparency is leading by example. It holds us accountable, aligning our actions with our words." - Joan Jacobs, VP learning and inclusion at Consolidated Edison
Conclusion
Remote work has changed the game for diversity, equity, and inclusion (DEI). Let's recap how companies can make their distributed teams more inclusive:
The numbers don't lie:
- 21% of people with disabilities are now employed - that's a record high
- 68% of workers want job flexibility over full-time office work
These stats show remote work is pushing DEI forward. But we can't stop now.
To keep the ball rolling, companies should:
1. Track DEI metrics regularly
Check your progress every quarter. Are you hitting your targets?
2. Use DEI software for real-time insights
Get the data you need to make smart decisions, fast.
3. Tackle challenges head-on
Don't wait for problems to grow. Address them as they come up.
| Action | Why? | When? |
|---|---|---|
| Track DEI metrics | See your progress | Every quarter |
| Use DEI software | Get quick insights | All the time |
| Tackle challenges | Remove roadblocks | As they pop up |
Remember: DEI isn't a one-and-done deal. It's an ongoing process.
Take it from Rick Hammell, CEO of Atlas HXM:
"Hiring global talent let us serve 160 countries effectively. We scaled our programs and connected with diverse communities better."
So, what's next? Companies need to:
- Keep their DEI strategies fresh as work evolves
- Use remote work to tap into global talent
- Make sure their tools and policies support remote inclusion
The future of work is here. Let's make it inclusive for everyone.
