Strategies to Combat Inequity in Virtual Work Environments
The presence of COVID-19 has highlighted the urgency and importance of understanding what equity in the workplace looks like. Now more than ever, it is an organizational imperative that managers learn how to meet the needs of all team members – not just those from majority groups.
The reality is that certain groups have more responsibilities and obligations than others. However, companies can be sure to retain top talent and ensure loyalty if they show they care, as opposed to just saying it.
Taking into consideration that people come to work with different circumstances is a large component of Diversity and Inclusion work that should be embedded into management styles now and beyond this current crisis. In this piece, we provide concrete examples of how the new realities of the remote world affect people differently and, most importantly, what managers can do about it.
1. Neutralize power dynamics with virtual backgrounds
Status can be signaled based on someone’s background, and research shows that status can affect how we assess individual competency. When there are decisions being made or meetings being held, backgrounds can unconsciously affect power dynamics.
Solution: Encourage blurred, neutral, or virtual backgrounds across the board. Here are a few to get you started and to share with your team.
Example: Some companies are using virtual backgrounds as a way to actually bond as opposed to separate. A variety of companies have encouraged the use of virtual backgrounds, and organizations such as the Human Rights Campaign are providing inclusive backgrounds (they released virtual backgrounds for Pride month).
2. Audit your virtual get-togethers for the resources and time it requires of employees.
If you’re going to host workplace activities or team-building events, consider the money or time it requires. Something as seemingly benign as a “cooking competition” can require a bit more time and money.
Solution: Encourage virtual events that aren’t heavy on finances or time. Consider keeping events to work hours in case people have other responsibilities to tend to.
Example: Anaplan offers virtual coffee breaks and celebrations of employee achievements, both professional and personal to keep people connected during this time.
3. Embrace Various Communication Methods
If someone is sharing their home - be it with a partner, roommate, or family member - it can be hard to get a quiet room to themselves. Though we’re aware this may be the case, many managers still expect people to fully engage in meetings as usual.
Solution: Embrace chat functions in video conferences, as well as online collaboration tools.
Example: Asana has encouraged communication contracts with their teams to account for personal situations and communication preferences.
About the authors:
Marlette Jackson, PhD, ModelExpand Advisor
Marlette is a Diversity, Equity, and Inclusion (DEI) scholar, practitioner, and consultant. Motivated by her experiences as a woman of color and a former first-generation/low-income college student, she strives for equity with a lens toward innovation, accessibility, and employee voice. Dr. Jackson currently serves as the Manager of Diversity & Inclusion at UT Southwestern Medical Center and as an Advisor for Diversity & Inclusion Recruitment Strategy at ModelExpand. In these roles, Marlette is dedicated to removing barriers and providing equitable opportunity through systemic change. This goal hinges on her core belief that diversity efforts should not be siloed, but ingrained in the very fabric of an institution.
Paria Rajai, CEO and Founder of ModelExpand
Paria has partnered with organizations of all sizes - from growing startups to Fortune 500 companies - for over a decade. Paria was on the leadership team of Hackbright Academy - the country’s first coding school for women - and has consulted for companies such as eBay, Lyft and Airbnb. She has been selected as a mentor for the State Department’s TechWomen program and has been profiled in Forbes for being a leader and advocate for inclusive hiring practices. She was recently nominated for Woman of the Year at the Women in IT Awards.
Read the full article on the Culture Amp blog.
ModelExpand: ModelExpand is an inclusive recruiting strategy firm that helps companies build diverse and inclusive workplaces through strategic consulting, workshops, and events. Learn more about our services HERE.
