Many workplaces had already transitioned to a remote model pre-pandemic. However, the rise of COVID-19 forced others to rapidly scramble in an effort to make their operations viable with staff working from home. With so much focus going to the logistics, it’s easy for inclusive workplace practices to be overlooked. However, it is essential that managers keep these principles front of mind as inclusivity is just as important (if not more so) when handling a remote team.
To help ensure you’re on track with workplace inclusivity, here are five tips every remote team leader needs to know:
1. Strategize
The first and most important step is to create an inclusivity and diversity strategy. You’ll need to create both short- and long-term goals for your business and then map out exactly how you intend to reach them. You’ll also need to consider how your job ads, web copy, social media posts, and employee communications may need to be adjusted to suit your inclusivity goals. If you feel like you need guidance on this, don’t hesitate to consult with an expert in inclusive workplace practices.
2. Share your values
Once you have a strategy in place, make it known to your team and the world at large. Avoid marketing spin when crafting the web copy and messaging with which you will convey these values. Instead, focus on conveying clear goals and delineating the practical steps you will take to promote inclusivity. For employee communications, include steps employees can take to access support when they need it.
3. Create clear communication channels
It’s important that your employees feel comfortable in expressing their work-related needs and confident that they will get support from management. When working with a remote team, communication tends to be a lot tricker. Where once you could spot if an employee seemed to be struggling, you now have to check in with them via digital means, which can often be restrictive.
With these challenges in mind, it’s worth having regular one-on-one catch-ups with employees. These can be conducted via video conferencing or a meeting room in a serviced office building. Regular group meetings are also helpful for fostering a sense of cohesion in the team. Through these, you can ensure everyone understands the guidelines for submitting questions, concerns, and requests.
4. Offer flexibility with working arrangements
You may feel that allowing staff to work from home is already flexible enough. However, it’s worth considering whether there are more things you could do to make the working day more inclusive. Allowing flexibility around when employees start and finish their shifts and how they structure their breaks can be immensely beneficial. The best way to ensure you’re offering the type of flexibility your employees need is to talk to them and use their feedback (within reason, of course) to guide your decisions.
5. Support causes that matter to your team
Another great way to show support to your employees is to have an open forum about the causes that matter to them. Once you have a list of causes your team feels passionate about, research what you can do together to further those causes, and then take the initiative in leading relevant projects. This could be as simple as fundraising for a charity or as involved as organizing a Women in Leadership webconference. It’s all up to you, your team, and the changes you feel driven to make.
Though many factors go into creating a diverse and inclusive workforce, the one that matters most is open and honest communication. Work from there, and you’ll be off to a great start.