How do you promote diversity and inclusion in hybrid work cultures?

Trust was the critical ingredient for my team to come together. How did we do it? > our team goal was in the performance review of each team member > we clearly highlighted how each team member contributes to the goal > everyone had the same access and proximity to me as a manager (including my private phone number for emergencies) > everyone had to participate in team meetings with updates but also with what they need from the team to help them be and work at their best > direct communication that trust is our foundation was crucial for me to get the accountability and alignment in the team #TheGoodBusy

All culture is created, either intentionally or unintentionally. An ongoing series of communications within the organization is what will cause a D&I conversation to take shape and flourish. Consistency is critical.

-In my experience, it is impossible to work in a hybrid team setting without access to a shared calendar. This allows the whole team to work together with increased efficiency and collaboration.

Everyone wants to feel noticed and acknowledged. In my team, we celebrate cultural diversity and learned from each other. For example, with the rest of the team we created a gift for Chinese New Year to celebrate this important holiday of one of our team members. She said in 6 years, it was the first time the "company" acknowledged her culture. Small gestures do matter. Small attentions make people feel seen. How do we do it? > show genuine curiosity: ask questions > listen deeply: for meaning and the unsaid > note that we are all humans...take notes and set reminders Have a mini CRM for your own team! It matters! They are your number 1 customers! #TheGoodBusy

My company has virtual coffee breaks every Friday where we discuss a topic related to the DEI field. During one of our coffee breaks, someone made a traditional dish from their country and I thought it was a fun way to celebrate diversity and increase appetite ;-)

Having a 'Get to know me' file for each team member helps create a wider understanding of personal preferences. The file can include details such as: - Icebreaker topics that work for me - How I prefer to be contacted - email, teams, phone etc? - How to book a meeting with me - What makes me tick? - Things that frustrate me This encourages team members to tailor their communication style to suit the individual, which can be helpful for diverse teams and make it easier for people to request accommodations.

Flexibility means different things to different people. Some may want the flexibility to work in the office while others may want to work from home. Some may prefer flexible hours and work better alone while others need more structure to thrive. It is crucial to understand what works best for the teams — and the company culture. There is no one size fits all.

This has been an important part of my experience. Dial-up and online writing work launched my work from home writing career, which thanks to a director at a gig 4 firm lasted over 20 years.

I always like to encourage the virtual teams I have managed to communicate with each other. This is really helpful, supports the team structure and build better relationships across the team. Setting tasks to help foster this is really helpful.

Lead by example by always prioritising your own well-being and being open about it. Working virtually, it's important to keep engaged with the rest of your team, in similar ways that you'd do in a physical office. At Inclusee, we have several Teams channels for general connection, not just work-related conversations. Such as our Watercooler Chat channel where everyone says good morning / good night and shares funny stories, updates, personal insights throughout the day. Including messages such as 'I'm taking a quick break to clear my head' or 'I've been sitting down too long and need a stretch.' We also have a Well-being channel where we all share tips and articles to inspire each other.