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Rewriting the Diversity Equation: Remote Work as an Inclusion Strategy 

Diversity and Inclusion (D&I) has become one of the most critical topics in corporate culture in recent years, driven by a growing understanding of the benefits of diversity to the bottom line, as well as the broader social justice movement. But traditional approaches to D&I have often fallen short, with programs and initiatives struggling to make meaningful progress towards creating workplaces that are truly inclusive.

One approach that has gained prominence in recent years is remote work. The COVID-19 pandemic has accelerated the adoption of remote work, and it’s already clear that the shift is set to change the way we work forever. But beyond its benefits to productivity and work-life balance, remote work presents a unique opportunity to create a more inclusive and diverse workforce. In this long-form blog, we will explore the ways in which remote work can be used as an inclusion strategy, and how companies can adapt their D&I efforts to embrace this new paradigm.

Why D&I Matters

Diversity and Inclusion is more than just a buzzword. Study after study has shown that having a diverse workforce leads to better business outcomes, including increased creativity and innovation, better decision making, improved customer satisfaction, and better financial performance. A McKinsey report found that companies with diverse executive teams were 33% more likely to have above-average profitability, while a study by Boston Consulting Group found that companies with more diverse management earned 19% more revenue.

But it’s not just about the bottom line. Diversity and Inclusion is a social justice issue as well. Underrepresented groups have historically struggled to gain access to career opportunities and face a range of challenges in the workplace, from unconscious bias to harassment and discrimination. Creating truly inclusive workplaces is essential for building a fairer and more just society.

Challenges with Traditional D&I Approaches

Despite recognition of the need for D&I, traditional approaches to creating diverse and inclusive workplaces have often fallen short. Diversity programs, unconscious bias training, and other initiatives have been criticized for being ineffective, tokenistic, or even counterproductive. One problem with traditional D&I initiatives is that they often focus on surface-level diversity, such as race or gender, without addressing deeper issues such as cultural norms, unconscious biases, and power dynamics.

Another challenge is that traditional D&I initiatives can create a sense of “otherness” for underrepresented groups, exacerbating the very problems they are meant to solve. Tokenism, or the practice of including a small number of underrepresented individuals in a largely homogeneous workforce, can lead to feelings of isolation and token status for those individuals.

Remote Work as an Inclusion Strategy

Remote work provides a unique opportunity to rethink traditional approaches to D&I and create truly inclusive workplaces. By eliminating geographic barriers and increasing flexibility, remote work can open up career opportunities to underrepresented groups who may face systemic barriers when it comes to traditional office-based roles. Here are a few of the ways in which remote work can be used as an inclusion strategy:

  1. Greater Access to Opportunities
    One of the biggest advantages of remote work is that it allows employees to work from anywhere. This means that companies can tap into talent from a wider pool of candidates, including those who may live in areas without easy access to job opportunities, those who may need to care for family members, or those with disabilities. By removing geographical barriers, companies can expand their candidate pool and access untapped talent.
  2. Reduced Bias
    Another advantage of remote work is that it can reduce bias in the hiring process. When interviews are conducted remotely, employers are less likely to be influenced by factors such as physical appearance, accents, or even clothing choices. This can help to level the playing field for underrepresented groups who may face bias in traditional face-to-face interviews.
  3. Work-Life Balance
    Remote work can also contribute to better work-life balance, which is especially important for underrepresented groups who may face additional caregiving responsibilities. Flexible work hours and the ability to work from home can help to alleviate the burden of caregiving, allowing employees to balance their work and personal responsibilities more effectively.
  4. Greater Inclusivity
    Remote work can also contribute to a greater sense of inclusivity within the workforce. By eliminating the need for a physical office presence, remote work reduces the emphasis on physical appearance, dress, or other factors that can create “otherness” for underrepresented groups. Without the need to conform to office culture, employees are free to bring their whole selves to work, creating a more authentic and inclusive environment.

Challenges with Remote Work as an Inclusion Strategy

While remote work presents an opportunity to create more inclusive workplaces, it’s essential to acknowledge that it’s not a panacea. Remote work comes with its own set of challenges, which can create new barriers for underrepresented groups.

  1. Access to Technology
    In order to work remotely, employees need access to the right technology and equipment. For those who may not have access to high-speed internet or the latest equipment, remote work could create an additional barrier to entry. Companies need to ensure that all employees have access to the tools they need to work effectively, regardless of their location.
  2. Childcare Responsibilities
    Flexible work hours and the ability to work from home can help employees balance their work and personal responsibilities, but this can also create new challenges for those with children or other caregiving responsibilities. Employers need to be mindful of the additional pressures that working parents face, and ensure that they have access to the support they need to balance their work and caregiving responsibilities.
  3. Home Office Space
    Finally, remote work requires a dedicated workspace, which can be a challenge for those who don’t have access to a separate room or workspace in their home. Companies need to be aware of the potential for remote work to exacerbate existing inequality in access to housing, and ensure that all employees have access to a safe and effective workspace.


D&I is complex and multifaceted, and there is no one-size-fits-all approach to creating inclusive workplaces. Remote work is not a magic bullet, and there are important caveats to consider, such as the potential for remote work to exacerbate existing inequality in areas such as access to technology, childcare, and home office space. However, as companies continue to embrace remote work, it’s essential that we recognize its potential as an inclusion strategy, and adapt our D&I efforts accordingly.

By using remote work to expand our talent pool, increase flexibility, reduce bias, and create more inclusive workplaces, we can take a step towards a more just and equitable society. It’s up to us as leaders and as individuals to ensure that we make the most of this opportunity and create workplaces that truly reflect the diversity of our communities, and the richness of our shared human experience. Remote work can become one of the keys to expanding access to opportunities, promoting diversity, and improving inclusion across teams and organizations.

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