Tips for improving, maintaining inclusion in a remote workforce

During the global pandemic, organizational leaders and HR professionals have been challenged with managing a remote workforce. Along with increasing social justice issues and concerns raised by the Black Lives Matter (BLM) movement, organizational leaders are now focusing their diversity, equity, and inclusion (DEI) efforts on ensuring remote workers not only feel included in the efforts but are included as well.

Why inclusion matters

Having workplace diversity is becoming a more desired outcome for employers. They recognize that a collaborative and creative work environment not only drives business growth but also increases sustainability in a competitive space.

As leaders focus on diversity efforts, however, they often fail to zero in on inclusion, which is an essential and key component to successful DEI programs. Inclusion matters and affects not only how workers feel but also how engaged they are with their work and their commitment to their employer. According to Gartner Research, a 20% increase in organizational inclusion translates into:

• A 6.2% increase in on-the-job effort;
• A 5% increase in an employee’s desire to stay with an organization; and
• A 3% increase in individual job performance.

3 ways to boost inclusion in remote workforce

Here are three key ways to increase and support inclusion in your remote workforce: