Diversity and Inclusion in the workplace have become one of the keywords in company policies around the globe.
D&I calls for creating an environment that provides equal chances for all regardless of the differences in age, physical condition, social status, family circumstances, etc., allowing people to be their true selves at work. It also challenges companies to build a supportive and respectful environment, that increases the participation and contribution of all employees.
It sounds like the right thing to do, but it is also a smart thing to do. Various reports and statements have shown that companies that make employees feel valued and accepted tend to get and retain the most talented ones, and thus outperform their competitors.
How does the workplace inclusion stand a chance in the COVID-19 forced remote work?
Digitally engaged employment is sometimes seen as a key to broadening participation, by reaching a larger geographical spread and breaking down barriers to access for many, like persons with physical disabilities. By the way, many of them are now hoping that employers may finally realize how effective can workers be even when they stay at home, and thus become more open-minded in offering those with disabilities a chance to prove their talents while working remotely.
On the other hand, working constantly in an online setting and relying too much on computer-based work or video calls, may also create barriers for those who are visually or hearing impaired, or whose first language isn’t native.
Inclusive remote leadership
As first comes first, inclusive leadership requires that all employees have all the necessary recourses for working from home. Leaders need to make sure people have the tools and technology they need for working remotely. We need to stay productive, but also to avoid the frustration that bugs in collaboration tools or simple lack of high-speed internet can cause. Providing subtitles when possible or ensuring that everyone speaks clearly and slowly with their faces visible, might help to increase understanding and accessibility during intensive virtual meetings or conferences.
Moving forward, inclusive remote leadership requires a renewed commitment to actively listening, ensuring that everyone’s voices are being equally heard, even in a video-enabled meeting. Encouraging and respecting different perspectives and opposing ideas is now of great importance, as all companies need innovative perspectives and creativity to flourish to be able to successfully adapt to the changes and uncertainty. We need to nurture openness and to be honest about problems that need to be addressed. Leaders should allow their opinions to be challenged in these times as well, as it will allow them in return to make well thought and very tough decisions.
What to avoid
Newly comers to remote leadership might find it challenging to cope with a new work reality, and avoid common mistakes such as micromanagement, lack of flexibility when it comes to working hours of their employees, focusing on the work only and neglecting to focus on how your people feel along the way.
In addition to the stress that we all face since suddenly, there is an imperative of remote work, people are also stressed by a number of other factors, like balancing parent role and employee role under the same roof, loneliness, worrying about loved ones far away, or a fear of having salary decreased or even being laid off, not to mention the pandemic caused crisis itself. Embracing the fact that we are all in the same boat of occasionally being overwhelmed with worries, may leverage our expectations from each other and our work to the point that it enforces reasonable productivity.
A Leader in Need is a Leader Indeed
Leadership is not just about bringing decisions from the top. It also refers to how we treat our superiors, our peers, our vendors and partners. These are all humans first with their own strengths and fears, and all of that might pop out during this crisis.
When we are aware of what is going on with the people we interact in the course of our work, we can better interpret why someone might be sharp or short, or maybe why some deadline is going to be missed. We should try to foster an inclusive approach and give ourselves as leaders and the people around us the opportunity to show each other support.
For further reading on related topics, my colleagues from the Assert team wrote down a couple of great advice on how to remain the successful remote leader at this point here, as well as on the importance of emotional intelligence in dealing with crises provoked by sudden remote leadership here.