Series Part 3: Return to What? Why Remote Work Benefits Us All.

Part 3: Expanding the Circle: Why Remote Work Fosters Inclusion

When I say inclusion, what I mean is a community in which all members are valued, feel respected, have a sense of belonging, and are able to participate and achieve their full potential. If we think of diversity as the different kinds of people, inclusion is how they fit and work together successfully. Diversity is essential, but it is not enough. A community can have a lot of diversity and still be non-inclusive at the same time. Communities (ehem, and societies) must be very intentionally creating inclusive practices, systems, and beliefs. There is a clear lack of inclusion when companies operate with a standardized approach of one-size-fits-all. Remote work is one way to offer more customized, adaptable, and respectful working conditions that allow for more folks to feel included and able to participate to their full potential.?

So, let’s look at how remote work can foster a more inclusive environment. If you haven’t already you might want to look over my first two articles that focus on remote work’s impact on Diversity and Equity.

What’s the Problem? The High Price of Exclusion

Most communities and cultures were designed to center a select few and marginalize anyone who doesn’t fit into this very rigid and near-impossible definition of the majority. As we’ve seen in the other articles, the status quo serves very few, relies on a false meritocracy, and devalues what is different. In exclusive communities or organizations, the expectation is that everything is binary?—?only black or white, no gray?—?only good or bad, right or wrong. So, while this very rigid definition of who and what is “good, right, acceptable” seems to serve a few, it is truly serving nobody because the expectations are both wholly unattainable and deeply unhealthy. I want to challenge us to think about how non-inclusive spaces hurt us all. As with all discrimination the more layers of intersectionality an employee has, the increased impact of barriers to inclusion.

Who Is Disproportionately Excluded Without Remote?Work?

• Employees with Disabilities: The lack of options like remote work can push disabled employees out of the workforce entirely. Folks with disabilities, chronic pain or fatigue, and/or neurodiversity are expected to expend precious extra energy commuting and navigating systems not designed with them in mind. Once at the office, it is very likely to be an both physically and sensorily inaccessible. Even if minimal ADA accessibility exists, it is often an afterthought that centers non-disabled bodies as the “norm” and “others” everyone else.?

• Caregivers: Rigid in-office expectations clash with caregiving responsibilities, disproportionately impacting women and single parents. The very limited free or affordable childcare and eldercare options exacerbate inequities, as does the limited parent or compassionate leave in the U.S.A. forcing many employees to take unpaid leave or miss shifts for emergencies. 17% of women overall report having to address personal or family responsibilities at work “daily” or “several times a day,” compared with 11% of men overall. The stigma of caretaking often impedes women while it rewards men (see The Motherhood Penalty/Fatherhood Bonus in my last article) and is exasperated by the intersection of other marginalizations.
• Marginalized Employees: Microaggressions and biases are amplified in office spaces where contact can be more constant and spontaneous, leading to a lack of psychological safety especially for people of color, women, and LGBTQIA+ workers. By their very nature, microaggressions and biases are the antithesis of inclusion costing employees exponential emotional tax that others are not expending.?
• Racialized Employees: We see the psychological toll this constant exposure to microaggressions and biases can have on employees of color and the impact on their physical and mental health. The expectation of assimilation and things like code-switching add to how racialized employees are not treated with inclusivity. Additionally, disproportionate housing disparities can make commuting more challenging (e.g., longer commutes due to housing affordability farther from city centers). We’ve seen multiple examples of the impact “traditional” work environments and requirements have on employees who are marginalized because of biases related to race and ethnicity throughout this series.
• LGBTQIA+ Workers: Office cultures can perpetuate discrimination and stigmatization, especially in more conservative environments. Gender-nonconforming employees may experience challenges around restroom policies, dress codes, or inappropriate questions. Employees may feel they have to remain “closeted” and fear their privacy may be compromised in ways heterosexual and cis-gendered employees do not have to hide their marriages, relationships, or identities.
• Low-Income Workers: Commuting costs (transportation, parking) create financial burdens that those with generational wealth or from higher castes do not have to consider when weighing job offers. Shift workers and lower-income employees often have limited flexibility and must take unpaid leave, face penalties, and/or miss shifts for illness, emergencies, or caregiving, unlike higher-paying jobs that are more likely to be salaried and offer minimum required paid leave options. Many low-income employees cannot afford appropriate office attire or meals, further isolating them in office settings where these norms are expected. Additionally, low-income workers may be forced to take on multiple jobs to pay their bills, while still not qualifying for an employer’s healthcare or other benefits salaried employees can expect.

• Neurodivergent Employees: Office environments with excessive noise, fluorescent lighting, and rigid schedules are inherently not inclusive for many neurodivergent folks. Individuals' brains (neurodivergent or not) need different things to thrive. The modern popularity of open office design combined with few real ways to successfully adapt if those environments are problematic for you, often results in mistakenly blaming the individuals not being “team players” or “not alpha” rather than the design itself. In my personal experience, headphones can only do so much when two of your colleagues are beat-boxing at the desk next to you. Expectations to understand and assimilate to certain social norms may cause additional stress in person.?
• Women Employees: Women face increased scrutiny and biases in office interactions. This is especially true when working in male-dominated fields where they may be the only woman on their team or in any given room. Additionally, there is still an unequal distribution of office labor (e.g., note-taking, organizing events) that adds to the sense that there are menial labor/tasks women should undertake while men do the “real” work. Women are more likely to experience workplace harassment, a demonstrable lack of inclusion. Studies indicate men are more likely to interrupt women during conversations, further hindering women’s ability to contribute fully. Men often occupy a disproportionate share of speaking time in meetings, conferences, and other professional settings. Men interrupt others twice as often as women do and are three times more likely to interrupt women than other men. Women’s reduced speaking time in meetings can limit their opportunities to share ideas, insights, and expertise impacting their chances for recognition and advancement. In online discussions among linguists on professional topics, messages written by men were, on average, twice as long as those written by women. Expectations and judgment of women’s behavior are a moving target that means women can never really be or feel included even when the value of their work is equal to or surpasses that of their male colleagues. There is an invisible barrier to inclusion, dubbed the authority gap, that remains pervasive in working life.?

“If women are being routinely undervalued, underestimated, patronised, not listened to as much as men, interrupted or talked over more than men, [having] their expertise disproportionately challenged and?.?.?. their authority resisted, then they are not going to progress at the same rate as their male colleagues,” Mary Ann Sieghart, The Authority Gap, 2021.

It is worth noting that Pew found that Black men and women are as likely to cite discrimination due to their gender speaking to the intersectional and complex ways these biases come into play?—?Black men (25%)White and Hispanic men (8% each).

• Immigrants and Non-Native English Speakers: It is often assumed that if you are an immigrant (especially non-white, non-European) your work experience is less valid and, therefore, less valued. There may be additional assumptions made when misunderstandings do occur around the always confusing clusterf*ck that is the English language?—?idioms, metaphors, and culturally specific understandings. Immigrant employees report being spoken over or dismissed during meetings at twice the rate of native English speakers. These employees are often excluded from office cliques that can have ripple effects on both personal experience and access to job growth. There are many workplace norms and expectations we often assume are inherently understood by all despite there being differences from country to country.

How Do We Fix This? Actionable Steps for Inclusion

The main fix is to treat remote work as a standard, not a special accommodation. By embracing remote work for anyone, organizations can create more inclusive opportunities for workers from all demographics. When it is a default option, it empowers all employees to work remotely without stigma while leveling access to career opportunities, especially for marginalized groups. Remote work enables employees to work during their most productive hours, accommodating health, energy levels, caregiving duties, or other personal needs.?

These fixes are steps to help build inclusion, but in many cases, they still require us to address the systemic issues that are at the root of bias, discrimination, and inequities through policy, practice, and behavioral changes. With that in mind, let’s look at some of the specific ways remote work can address the barriers detailed above.

1. Train All Employees About Inclusive Practices: Organizations can implement strategies and training to create a more inclusive environment for all employees. This is not the time to be subtle, be very clear about what is inclusive and what is not. It may make some folks used to more privilege a bit uncomfortable at first, but with time that sense will level out. Educating employees about things like gender bias in communication can help to raise awareness and promote more inclusive behavior. Recognizing and challenging implicit biases?—?unconscious attitudes or stereotypes?—?is crucial for promoting a more inclusive environment. All employees can benefit from this training since many of us have internalized beliefs about ourselves.?
2. PRO TIP: Training employees to actively listen to colleagues?—?I often say listen to understand rather than respond?—?can create a more respectful and productive work environment for everyone. Providing clarity about when we are fast-paced brainstorming (bubble up) and interrupting may be part of the work versus when we are listening to each other and waiting to speak can be useful in helping folks understand and meet the expectations.
3. Use Your Privilege for Good: In situations where we or our identities are not under threat, we can get comfortable saying and typing things immediately to disrupt moments of exclusion. These are some examples: “Bob, I noticed you interrupted Kenya and I’d really like to hear what she was saying.” “Ricky, you’ve just repeated a solution Satya pitched a few minutes ago, so let’s have them expand on their idea”. “Karyn, I notice you’ve misgendered Poe a few times, their pronouns are “they/them”, “Jo, I’m not comfortable with you making comments about Liberty’s hair being unprofessional. Here’s why…” If you feel further motivated to share resources or otherwise call someone in or out, please do that.?
4. PRO TIP: I like to think that curiosity disrupts bias and leaves folks shooketh in all the right ways, so I often use questions to dig a little deeper which typically causes the person causing harm to have to do the same. I might say, “Martha, sorry I don’t get the joke, can you explain it to me?” or “Jonnie, can you talk more about why you think XYZ has more advantages as a minority than you? My experience and data indicate the opposite, I’d love to see your proof and sources so I can understand your perspective.”
5. Cultural Humility > Competence > Fluidity: Culture encompasses where you were raised, how you grew up, what you believe, and who you spend time with. As we navigate different cultural micro- and macrocosms daily, cultural understanding becomes essential for fostering inclusivity. It promotes respect, empathy, and a willingness to learn, creating a more equitable and welcoming environment. Reflecting on biases, assumptions, and privileges increases awareness of how culture shapes perspectives, fostering trust and understanding. Valuing different cultures moves us beyond stereotypes, enhancing communication and collaboration. Leading with curiosity helps everyone feel respected and valued, reduces misunderstandings, and promotes belonging?—?a key goal of DEIJB.
6. Accessibility for All: Remote work removes many physical and sensory barriers present in traditional office environments. It allows employees to choose spaces that are accessible to them and designed to meet their needs. It may also mean that they do not have to discuss or disclose their disability status or experience?—?some remote-only teams I’ve worked with are not aware of a team member’s disability allowing that employee to be unburdened with second-guessing comments, behaviors, or treatment. Remote work allows neurodivergent employees to work in environments tailored to their sensory and social needs, free from the overstimulation or rigid expectations of traditional office spaces.
7. Let Caregivers Give Care: Remote work provides caregivers, especially women and single parents, with the flexibility to manage work alongside caregiving responsibilities. It reduces the burden of arranging costly childcare or eldercare and allows for more balanced schedules. This means that caregivers don’t have to choose between work and caregiving responsibilities as often, and they are able to be more fully present at each.?
8. Prioritize Psychological Safety: Working remotely can reduce exposure to microaggressions, discrimination, and biases often encountered in office environments. This fosters an improved sense of safety and inclusion for people of color, LGBTQIA+ individuals, women, and other marginalized groups. It allows these employees to engage less frequently or spontaneously with colleagues who are most guilty of exclusionary practices and harm. It can also provide more frequent access to ERGs and personnel with common identities who can help to build inclusive communities of support and understanding that may be lacking across the organization. If comfortable doing so, adding pronouns and putting preferred names/nicknames prominently online can help remind workers of how to address each other properly.?
9. PRO TIP: Part of this work can and should include building an understanding of what I call “good discomfort” that those from more privileged groups may experience as culture shifts toward inclusion. Understanding the difference between the discomfort of learning/growing versus the danger and harm that marginalized groups are subjected to can help build psychological safety. (When you’re accustomed to being centered and conditioned to expect that everything is supposed to be made for you, anything else, even equity & inclusion, can feel like a threat).
10. Support Low-Income Workers: Eliminating commuting costs and reducing the need for workplace-specific attire or meals can significantly ease financial burdens for low-income employees, allowing them to feel more at ease and able to “fit in” with colleagues of different socio-economic groups.
11. Uplift Women: Remote work can help mitigate biases and unequal distribution of labor in the office, such as being assigned menial tasks or interrupted during meetings. Virtual meetings and task-tracking tools can help to equalize opportunities for input and recognition. Simple things like raising online hands can help folks feel their voices are more able to be heard and shared.?
12. Reducing the Pressure of Assimilation for Immigrants: Remote work minimizes the need for immigrants and non-native English speakers to constantly adapt to office-specific cultural norms, providing a more inclusive platform for showcasing their skills and contributions.

The Positive Impact of Inclusive Environments

If all of the other data and information I’ve shared still has you on the fence, let’s look at the larger overall impact of inclusivity on organizations. Non-inclusive environments harm productivity, morale, and creativity across all demographics, not just marginalized groups. While inclusive workplaces offer significant benefits that enhance business performance, boost the bottom line, improve communication, and heighten employee satisfaction.?

Enhanced Organizational Outcomes

• Financial Performance: Companies with diverse and inclusive teams are 35% more likely to outperform their competitors. Organizations rated as highly inclusive by their employees are 120% more likely to hit their financial goals.
• Inclusivity = High Performing: Inclusive teams make better business decisions up to 87% of the time, enhancing outcomes across operations. Research indicates that inclusive teams are 17% more likely to be high-performing, and inclusive companies are 1.7 times more likely to be innovation leaders in their market.

• Positive UX: Companies that prioritize inclusion are better able to understand and cater to diverse consumer needs, increasing their market share by up to 70%.?
• Employee Engagement: When employees feel included, they are three times more likely to be engaged and committed to their organization’s mission, boosting productivity and morale. Employees in inclusive environments are 3.5 times more likely to contribute to their full potential, driving productivity and innovation. High engagement correlates with 21% higher profitability.
• Improved Retention: A 2024 report by the Boston Consulting Group found that only 3% of employees with high psychological safety were at risk of quitting, compared to 12% among those with low psychological safety. A 2022 survey revealed that 76% of millennials would consider leaving an employer lacking diversity, equity, and inclusion initiatives.
• Inclusion Through Cultural Understanding: Moving from cultural humility through to cultural fluidity requires a practice of continuous learning and self-reflection (see my articles and videos on growth mindset) and plays a vital role in cultivating inclusive environments. Higher employee perceptions of organizational cultural competence are associated with better self-reported teamwork climate.

Conclusion

I cannot stress enough the positive ways that remote work (and other modern flexible possibilities) can help address some of the inequities faced within our society?—?yes, and… simply adopting remote work policies will not magically fix biased, exclusive, systems designed to oppress some and uplift others based on their identity rather than skill, contribution, or actual merit. There is much more work to do in order to create a workplace, let alone a world, in which inclusion is the norm.?

If we want DEIJB to go beyond a checklist, organizations must commit to long-term resources and empower individuals to turn aspirations into reality. To truly unlock the potential of a more diverse workforce with access to more equitable and inclusive systems, businesses need to make DEIJB a non-negotiable part of their strategy. This investment advances social justice and drives both profitability and long-term success.

So, if you’re ready to make real, sustainable change, I’m here to help. Whether through customized consulting or training, I’m passionate about building more inclusive and thriving workplaces. Let’s work together.

Keep reading Part 4 of this series, where we dive deeper into how remote work supports JUSTICE. I’ll explore the intersection between remote work, accountability, and long overdue restorative spaces?—?and how employees and your company can benefit from these practices.