Remote and Hybrid Diversity, Equity, and Inclusion


Have you wondered how to foster remote and hybrid diversity, equity, and inclusion (DE&I) in the workplace? Many companies have approached me for consultation regarding the development and implementation of their strategy for returning to the office and establishing permanent work arrangements for the future of work. In my interviews with dozens of mid-level, and senior leaders at many of these organizations, I found that the issue of diversity and inclusion came up time and time again.

Challenges to Achieving Remote and Hybrid Diversity

Michael, the CEO of a mid-size B2B tech service provider, was struggling with DEI issues even before the pandemic. He wanted to make his company more attractive to minority groups.

Minority Concerns Regarding Hybrid and Remote Work

Do you think minority groups, such as African Americans, want more or less time in the office compared to white people? Take a few seconds to come up with a guess.

Practices to Promote Remote and Hybrid Diversity and Inclusion

It is important to know what it takes to achieve inclusivity and diversity and spot potential roadblocks that could hurt the efforts of an organization. The following are the most effective best practices for promoting diversity and inclusion inside an organization as it develops an effective approach to hybrid and remote collaboration.

Addressing Communication Issues

Inclusion is meant to ensure that everyone feels like their work matters. To begin with, you must address discrimination in the remote workplace, whether for hybrid or fully-remote teams.

Setting up a Hybrid Monitoring Program

To help increase equality within your team, create a formal hybrid and remote mentoring program. This setup is especially important for women and other underrepresented minority groups in the higher ranks of organizations.

Virtual Training

Another great tool is training that focuses on dissuading discrimination during virtual meetings, chats, and emails. This will help your team build skills in avoiding such problems and especially help minorities feel supported as you build a more collaborative atmosphere.

Conducting Internal Surveys

Creating a diverse, inclusive, and equitable office culture requires recognizing these problems and taking action to remedy them. An easy way to start advocating is to conduct internal surveys to determine those issues.

Implementing a Diverse and Inclusive Culture in the Workplace

I advised Michael to follow these best practices to create a workplace that works for everyone. The firm conducted an internal poll to evaluate the hurdles to diversity and inclusion, based on my advice. The survey questioned the employees about how comfortable they felt in their workplace, whether they felt their contributions were valued, or if they had experienced any discrimination at work.


The lack of diversity, equity, and inclusion is a serious problem for any forward-looking company. To maintain a competitive edge, companies need the best people available to work in a diverse, inclusive environment. With the emerging trend of hybrid and remote work arrangements, people from underprivileged groups can overcome many of the barriers they face in a traditional workplace that have prevented them from being successful in their careers. In order to create an inclusive diversity strategy, leaders must address communication and sponsorship issues within their organization by setting up mentoring programs and virtual training.

Key Takeaway

To achieve the promise of remote and hybrid diversity, equity, and inclusion, leaders need to address microaggressions in communication and the lack of sponsorship for minorities through training and mentoring programs…>

Image credits: Yan Krukov

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