Let’s face it, our lives have been disrupted in most areas of our lives. Many of us have experienced an abrupt change in how we engage with one another and with our work.ÌýSome people have quickly become fluent with the technology necessary for remote work. For many families, access to reliable Internet brings a new set of challenges. One thing is certain - we are all figuring out how best to make the adjustment. In the midst of an international crisis that impacts each of us and our colleagues in unique ways, continuing to foster an inclusive workplace can feel daunting. The good news is that many of the inclusive practices people use when leading teams and meetings in person remain relevant and effective in a virtual context. Here are some inclusive strategies you can start applying in a digital meeting space so that team members of all identities feel acknowledged, valuedÌýand supported. Remember, a quick definition of inclusion is valuing uniqueness and creating a sense of belonging.
Acknowledge and address the diverse challenges of working remotely and during a crisis
Supervisors should be aware that individuals’ experiences will vary widely during this time and that the ability to work remotely in a quiet, comfortable space is a privilege that not everyone has.ÌýAccess to technology equipment or Internet, living situations that impact privacy, or balancing job responsibilities with caring for children, pets, elders, and/or relatives all happen without the option to change environments. Consider facilitating a discussion with the team and/or during 1:1 conversations that address concerns about their challenges of working remotely. You can show support with virtual meetings by sending advance notice if there is a need andÌýexpectation for them to participate via video, andÌýsend a follow-up email with notes and action items to support members who may get interrupted during a meeting.Ìý
Offer micro-affirmations to proactively foster inclusion and counteract isolation.
Managers can help counteract feelings of isolation and exclusion, especially employees who hold . include recognizing the achievements of others, taking a genuine professional interest in the team, and asking for and listening without judgment to others’ opinions. During a discussion with the team or 1:1 conversations, ask team members to share an opinion about a strategy or project in a group meeting, paraphrase what was said, ask if you’ve heard them correctly, and thank the person by name. Supervisors hold influential power to mold, shapeÌýand model an inclusive team dynamic in which various perspectives are engaged.Ìý
Delegate responsibilities so that you can focus on inclusion
As a manager, it’s never too late to start developing best-practices where you can intentionally focus on inclusion. Consider holding meetings with a co-host or share work tasks so that you can focus on facilitatingÌýinclusive conversations and projects in ways in which individuals feel valued and they belong. Spend time ensuring all voices and viewpoints are heard and embed this opennessded into the framework of how work is performed. Be careful when asking individuals who have historically been delegated a disproportionate amount of work, making sure you vary whom you task with these extra responsibilities for greater fairness..Ìý
What’s your strategy to foster inclusivity in the workplace?
If there are strategies you have found useful to share with other managers or if you feel that your team is disengaged, lacks motivation and productivity, please share your ideas and thoughts withÌýAmy Moreno, director of inclusive culture, and/or Steph Prokop, assistant director of HR,Ìýwho can be a resource for additional information.