Para que os funcionários remotos se sintam verdadeiramente incluídos, é essencial adotar práticas de comunica??o transparentes e regulares, garantindo que todos tenham acesso igual às mesmas oportunidades e iniciativas de D&I. Invista em plataformas digitais que promovam encontros inclusivos e espa?os de networking online, incentivando momentos de feedback e conversas abertas. Promover uma cultura de pertencimento é fundamental, e isso come?a com uma escuta ativa e contínua.

I can just mention two of essential ones; - Regular Check-ins. Scheduling weekly virtual one-on-one meetings for team members to discuss their experiences and suggestions. Using tools like Zoom or Microsoft Teams for these meetings. Encourage managers to ask open-ended questions and listen actively. For instance, a manager might ask, "What can we do to better support your involvement in our initiatives?" - Virtual Events: Organizing monthly cultural exchange events where employees share their experiences. For example, someone could lead a session on national holiday, explaining its significance and customs, followed by a Q&A. This not only educates but also builds connections among team members.

Establish virtual Employee Resource Groups (ERGs) to connect employees with shared interests or backgrounds, creating a supportive community across different locations. Encourage remote team members to take active roles within these ERGs, helping them increase their visibility and build meaningful connections within the organization. Furthermore, organize regular virtual events, discussions, and workshops through these groups, ensuring that remote employees feel integrated into the company’s diversity and inclusion efforts. This approach fosters a sense of belonging, making remote team members feel valued as an essential part of the company culture.

En mi experiencia, al empezar a movilizar iniciativas de diversidad e inclusión lo primero que debemos hacer es realmente conocer la diversidad de nuestra organización y las necesidades de las personas en relación a la temática. Si queremos además integrar a las personas que trabajan de forma remota, empezar por una encuesta online general y por mapear de que manera se sentirían más cómodos para ser incluidos en actividades es clave. Asimismo, poder realizar conferencias con tecnología adaptada para salones híbridos y tener facilitadores que integren a las personas que asistan de forma presencial y virtual será también un gran asset a la hora de generar participación global dentro de la organización.

To ensure remote employees feel truly included in diversity and inclusion initiatives, I emphasize in-person engagement whenever possible. My experience has shown that meaningful, face-to-face interactions create a stronger sense of connection, which is often challenging to replicate virtually. For instance, setting up regional, in-person meetups or inviting remote employees for key events promotes real engagement. This face-to-face approach allows me to address individual needs more effectively, fostering genuine relationships and making each participant feel like a valued part of the organization’s D&I efforts.