{"id":543,"date":"2021-10-07T10:17:39","date_gmt":"2021-10-07T10:17:39","guid":{"rendered":"https:\/\/www.teamly.com\/blog\/?p=543"},"modified":"2022-01-04T18:24:47","modified_gmt":"2022-01-04T18:24:47","slug":"building-an-inclusive-culture-in-a-remote-environment","status":"publish","type":"post","link":"https:\/\/www.teamly.com\/blog\/building-an-inclusive-culture-in-a-remote-environment\/","title":{"rendered":"Building An inclusive Culture in a Remote Environment"},"content":{"rendered":"

Creating an inclusive environment at work yields a wide array of benefits for both employees and organizations. There is now a body of research on the topic suggesting that companies with an inclusive culture and diverse teams have seen a substantial boost in revenue and value creation.<\/p>\n

However, it\u2019s safe to say that the COVID-19 pandemic and the remote-first work that came as a result have affected businesses’ efforts to create a more inclusive workspace.<\/p>\n

During such trying times, ensuring that people work in an inclusive space is more important than ever, and addressing this need isn\u2019t necessarily a straightforward task. In this article, we\u2019ll discuss exactly how organizations can embrace their employees and help them feel cared for and included at work.<\/p>\n

Let\u2019s dive right in, shall we?<\/p>\n

<\/span>What does an inclusive workplace look like?<\/span><\/h2>\n

The end goal of creating an inclusive workspace is to make every employee feel appreciated while also taking their differences into account. Similarly, it\u2019s crucial to understand how these differences contribute to the organization\u2019s success. To achieve this, businesses must aim to negate any bias towards their least represented workers.<\/p>\n

As a result of successfully implementing inclusion practices, all employees will feel that they can bring a valuable contribution to the company\u2019s success. Plus, an inclusive workspace should foster a sense of mindfulness<\/a> regarding the type of issues that different people might have to deal with, as well as how these issues impact their quality of life and performance at work.<\/p>\n

\"Inclusive<\/p>\n

<\/span>Why inclusion matters more than ever<\/span><\/h2>\n

The global pandemic ushered in a new world of remote work, which has forced unprecedented changes in all of our lives. However, it\u2019s important to mention that various groups of people have felt these effects more than others.<\/p>\n

Now is the time when organizations should take care of all of their employees, especially the ones from underrepresented communities.<\/p>\n

In an office setting, taking care of each other is more seamless than in remote environments. It\u2019s much more effortless to speak to people, ask them about how they are, and observe their behavior for signs of stress or depression. Working remotely has made these interactions more challenging, which means that both individuals and organizations should take the necessary steps to express care and support.<\/p>\n

Inclusion can\u2019t be backed exclusively by systemic or individual efforts; it must always be a combination of both. This way, a company can rid itself of both conscious and unconscious biases in formal and informal processes.<\/p>\n

Below, we\u2019ll take a closer look at the steps you can take to contribute to establishing an inclusive environment at work, both from an individual and a systemic standpoint.<\/p>\n

<\/span>1. Create space for non-work chat<\/span><\/h2>\n

Creating an inclusive environment strongly depends on building meaningful relationships. To do this, it\u2019s essential to build trust with the people who work with you, understand their struggles, and share more about your own weaknesses and vulnerabilities. This will enable your employees to express themselves freely and feel understood. While it does seem like a very broad task, there are quite a few things you can do to express care.<\/p>\n

Embrace the opportunity to share<\/h3>\n

Speaking about your vulnerabilities as a leader, manager, or C-suite officer is meant to inform your colleagues that they should feel free to do the same.<\/p>\n

People from underrepresented communities have most likely had to deal with indifference, misunderstanding, discrimination, and microaggressions, which often makes them reluctant to speak about their issues. It\u2019s extremely important to let them know that you\u2019re willing to learn about their experiences and take them seriously.<\/p>\n

Doing so also provides you with the opportunity to learn more about them and get to know them on a personal level. People enjoy speaking about the things that drive them, they also love feeling heard when they can open up about their vulnerabilities.<\/p>\n

It\u2019s also essential to learn about the effects of the pandemic and self-isolation on their wellbeing, which brings us to PEI check-ins.<\/p>\n

\"Embrace<\/p>\n

Physical, Emotional, Intellectual (PEI) check-ins<\/h3>\n

As we mentioned above, it\u2019s much easier to interact with your colleagues in an office. A work-from-home setting strips us of a wide array of interactions with our coworkers, making it harder to learn about how a person is feeling\u2014this is why it\u2019s imperative to have regular PEI check-ins.<\/p>\n

Asking people about how they feel in a casual way is an important tenet of an inclusive environment. As a leader, you should allot time every week to learn how people feel physically, emotionally, and intellectually. These check-ins should be less of a formality and more of an opportunity to remind people that it\u2019s okay to feel unwell during such trying times.<\/p>\n

PEI check-ins can be held during work-related one-on-ones or outside them. If you opt for the former, make sure to start your call with the PEI update rather than leaving it for the end of the meeting. Avoid talking about work altogether, place the person\u2019s wellbeing at the center of your focus, and listen intently. Being genuine during these conversations is paramount. If these check-ins feel like a mere formality, they\u2019ll defeat the purpose of building a connection with your coworkers.<\/p>\n

Bear in mind that open-ended questions are much more efficient in understanding how a person feels compared to close-ended ones:<\/p>\n