The shift to remote work has brought DEI challenges, as virtual environments can hinder inclusion and amplify biases, but companies can foster a more inclusive culture through proactive steps like addressing virtual incivility, supporting ERGs, and balancing culture with diversity practices.
The shift to remote work has brought DEI challenges, as virtual environments can hinder inclusion and amplify biases, but companies can foster a more inclusive culture through proactive steps like addressing virtual incivility, supporting ERGs, and balancing culture with diversity practices.
The COVID-19 pandemic reshaped how we work, accelerating the shift toward remote and hybrid work environments. According to the Survey of Working Arrangements and Attitudes, about 28% of U.S. paid workdays were remote in September 2024. And in Europe, roughly 9% of the entire workforce is fully remote.
However, the intersection of DEI and virtual work is difficult to navigate because remote environments can limit informal interactions, create communication barriers, and amplify biases, making it harder to build authentic connections, ensure equitable participation, and foster an inclusive culture for all employees. In this article, let’s look at key ways to ensure remote workers feel included, regardless of their location.
Recognize and Address Virtual Incivility
Virtual incivility refers to subtle rudeness or exclusionary behaviors in online workspaces. It disproportionately impacts women, LGBTQ+, and people of color, leaving these groups feeling disrespected and devalued.
Common examples include interrupting colleagues during virtual meetings, ignoring group chat messages, making snide remarks, or excluding team members from important discussions.
Another challenge remote employees face is disengagement, and microaggressions are a significant cause. When these subtle biases go unchecked, employees may feel isolated, leading to lower morale and productivity.
Despite its negative impact on work culture, incivility goes underreported. Research shows that only 1% to 6% of incidents are reported to managers, leaving many affected employees without support.
Companies can address virtual incivility with proactive steps such as:
Encourage Community with ERGs and Off-Site Events
Employee Resource Groups (ERGs) are employee-led groups that foster inclusion by bringing together individuals with shared identities or interests. For remote workers and virtual nomads, ERGs can create a space to engage with colleagues who share similar backgrounds or experiences.
Companies can establish ERGs around topics like, LGBTQ+ inclusion, race, gender, ability, caregiving, , and religion, allowing employees to foster meaningful conversations and tangibly shape their workplace culture. McKinsey research shows that ERGs are integral in enhancing employees' feelings of belonging and inclusion.
“Community is essential for feeling valued and connected, regardless of work location. ERGs provide a sense of belonging that transcends physical boundaries by creating spaces for individuals to share experiences, challenges, and successes. It becomes easier to engage with peers, feel included, and contribute meaningfully to the organization.” – [Betsy Bagley, Co-Founder]
However, ERGs and off-site should not be just performative actions. For them to be successful, companies must commit to financially supporting these groups and be open to their various proposals for change. This means providing resources, time, and space for these initiatives to thrive.
Companies can also enhance team cohesion by organizing off-site or company-wide events where all employees can connect in person. For fully remote teams, this model can involve gathering the entire workforce two or three times a year in one location to foster deeper relationships, improve collaboration, and strengthen team dynamics.
Ultimately, these initiatives are all about encouraging community, especially for remote employees who may feel isolated. By supporting ERGs and organizing opportunities for both virtual and in-person engagement, companies can cultivate a more connected, inclusive, and community-driven work environment where every employee feels valued and supported.
Integrate Remote Workers into the Company Ecosystem
One of the key challenges of managing a remote workforce is ensuring that remote employees have the same opportunities for training, development, and promotions as those in the office. Often, remote workers are unintentionally excluded from career advancement opportunities, which can limit their growth and engagement.
To address this, companies must prioritize offering the same development resources for all employees, regardless of location. Virtual training programs, leadership workshops, and mentorship opportunities should be available to everyone. Managers should also conduct regular check-ins with remote employees to ensure they are receiving the guidance and opportunities needed for career advancement.
Another issue involves balancing workloads and fairly measuring productivity. In many cases, remote workers are evaluated differently from in-office employees, often based on visibility rather than results. Outcome-based metrics that apply to both remote and in-office employees help companies ensure that performance evaluations are fair and transparent.
“To build an inclusive remote culture, leaders need to shift from measuring activity to measuring outcomes. Fair performance metrics must focus on what employees achieve, not where or how they work.” – [Pedro do Carmo Costa, Co-Founder]
Final Thoughts
Companies need to take proactive steps to ensure their inclusion efforts reach remote workers. Each employee brings their own unique background, experiences, and identity, which can influence how they experience remote work.
Intersectionality – the overlap of different social identities such as race, gender, sexuality, and more – plays a vital role in shaping these experiences. For instance, a person of color may face different hurdles or barriers compared to a white colleague, even though both are remote workers. Understanding that these employees will experience work differently based on their identity is key to ensuring they feel connected, valued, and supported.
At Pulsely, we help companies identify and close inclusion gaps with tools like our Workplace Inclusion Diagnostic. The diagnostic analyzes workplace demographics, engagement levels, and inclusion barriers for actionable insights. Organizations can use the Pulsely platform to enhance their DEI efforts for remote workers who may feel disconnected from the company culture.
Ready to learn how Pulsely can help your company create a more inclusive environment for remote teams and workers? Contact us or book a demo today to take the first step toward a more inclusive future.
