Since 2022, employers have been working against a global talent shortage, particularly amongst knowledge workers. This has put immense pressure on teams, increasing the risk of burnout, and prompting some leaders to consider leaving their positions.

Doubling down on DEI (diversity, equity and inclusion) to increase the presence of underrepresented or excluded groups — whether from non-traditional backgrounds, cultures, or life trajectories — is not just a nice-to-have. It’s critical to help you widen, deepen, and strengthen your talent pool with ideas and perspectives.

At the same time, it’s important to remember that many of the traditionally excluded groups you’re targeting with your DEI initiatives are greatly in favor of distributed work.

Barriers to increasing diversity can be overcome if your organization embraces a true distributed work model.

At Inclusion in Progress, we have utilized our three-step Inclusive Distributed Work™ framework to support companies with aligning their people-focused initiates with business critical objectives, to deepen their capacity to understand and address specific issues facing their globally distributed teams.

If you’d like to collaborate with us this year to implement our framework in your organization, email us at info@inclusioninprogress.com to book your free consultation call.

#dei #leadership #inclusivedistributedwork #futureofwork

TIMESTAMPS:

[03:34] What can you do to encourage employee interaction, engagement, and productivity in a distributed work setting?

[06:17] How do we define DEI? How does this definition differ when in the context of distributed work?

[09:23] What are the challenges you first have to address before activating your DEI initiatives

[14:11] What guidelines can Inclusion in Progress offer to help HR and People leaders on your DEI journey?

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap"

Read the full report of Work From Home Research’s Global Survey of Working Arrangements.

Learn more about Contending With Stereotype Threat at Work: A Model of Long-Term Responses

Listen to episode IIP125 where we explore What is Inclusive Distributed Work™? An Introduction to Our Framework.

Get started on mitigating bias at work with the help of episode IIP096: The 3 Hidden Biases of Hybrid Work & How to Avoid Them.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Hybrid work has been most commonly defined as a blend of in-office and remote work. This form seemed like the perfect solution as we transitioned post-pandemic because it promised flexibility and a balanced approach to the workplace.

However, many organizations have found themselves stuck in the middle ground where the emphasis is still on showing up at the office rather than focusing on productivity. And we have seen that this current iteration of hybrid has significant limitations and consequences for those organizations that are unwilling to adapt.

In this episode of the Inclusion in Progress podcast, discuss the following:

• Why you have only heard of one model of “hybrid work” and how other models have performed against it;

• How employers monitoring the productivity of their employees in-office may actually be the bottleneck to productivity and profitability that they are trying to avoid;

• Why it is important to make decisions surrounding the workplace based on intentionally collected data.

At Inclusion in Progress, we have utilized our three-step Inclusive Distributed Work™ framework to support companies with aligning their people-focused initiates with business critical objectives, to deepen their capacity to understand and address specific issues facing their globally distributed teams.

If you’d like to collaborate with us this year to implement our framework in your organization, email us at info@inclusioninprogress.com to book your free consultation call.

#hybridwork #leadership #inclusivedistributedwork #futureofwork

TIMESTAMPS:

[4:21] What are the five models of “hybrid work”? And how have companies made use of these models so far?

[7:08] What are the arguments made by employers to justify going back to the pre-pandemic five-day-a-week in-office mandate? What should your company be focusing on instead?

[13:22] How can you embrace Inclusive Distributed Work™ at your workplace? What is the best approach to use to achieve this?

[16:35] What are the questions you can ask that can help you identify the ideal distributed work model for your organization?

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap"

Read the full report of Work From Home Research’s Global Survey of Working Arrangements.

Listen to our previous episode about how other companies are Building a Healthy, Connected Work Culture for Distributed Teams

Read more on the success of Atlassian’s Team Anywhere in their 1,000 Days of Distributed Work Report.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

In this episode of the Inclusion in Progress podcast, we share more about our signature Inclusive Distributed Work™ — which we’ve used with tech companies worldwide to support their distributed teams.

At Inclusion in Progress, we define distributed work as physical distribution (remote, hybrid and in-office) and geographical distribution (global and multicultural). Which means that even before March 2020, our teams were already distributed.

Today, the success of your distributed teams depends on enabling collaboration across difference, geography, culture and time zone — so you can avoid costly attrition due to misunderstandings and inefficiencies; attract and retain top talent; improve communication and collaboration; and increase your global reach and market share.

Utilizing our three-step framework, we’ve supported companies with aligning their people-focused initiatives with business critical objectives, and deepening their capacity to understand and address specific issues facing their globally distributed teams.

If you’d like to collaborate with us this year to implement our framework in your organization, email us at info@inclusioninprogress.com to book your free consultation call.

#psychologicalsafety #leadership #inclusivedistributedwork #futureofwork

TIMESTAMPS:

[5:55] Empowering distributed teams with a shared culture beyond office walls.

[8:10] Distributed work is a natural evolution of work, enabling collaboration across differences for success.

[13:02] The benefits of enabling inclusive behaviors, mitigating bias, and strengthening communication protocols.

[16:11] Strategies for fostering psychological safety in distributed teams.

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap"

Listen to our previous episode where we discuss how Inclusion in Progress got started and 3 Ways Sponsorship Can Address the Gender Gap in Leadership

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.