Five Steps to Inclusion in the Time of Isolation

The COVID-19 pandemic has placed the world on an unprecedented and indefinite timeout.  Most organizations have chosen to move their workspaces online, asking their employees to stay indoors and practise social distancing. For managers, it has also brought up a new concern: fostering inclusion in a time of isolation. Here are a few ways that organizations can address that concern:

Update Your Digital Infrastructure

Working remotely can be extremely difficult for employees unless they are provided with the right digital infrastructure to support them. Not all employees may have access to resources such as wifi, a home computer, editing software, or the licenses for software such as WebEx and Zoom. And during a global quarantine, employees will not be able to leave home to access these necessities. Therefore organizations must find a way to provide all employees with the digital resources that they will need to navigate their new virtual workplaces.

Make Sure All Voices Are Heard

In the time of remote workplaces, virtual connection services such as video calls and internal communication platforms will be the lifeline of organizations. While in theory, this enables equal access for all participants, managers must recognize that not everyone may be comfortable with this medium. This is particularly true for team members who already hold marginalized identities; women, persons with disabilities, introverts, people who may not speak English too well, and members of the LGBTQIA+ community. These individuals may hesitate to contribute to team discussions for fear of being ridiculed or having their ideas disregarded because of how they believe others perceive them. It is important for managers and organizations to be cognizant of this, and ensure that no team members’ ideas are gone unheard. This can be accomplished by intentionally creating a work culture that encourages sharing and diversity of ideas across levels and geographies.

Also Read: World Social Justice Day – Advantaged versus Disadvantaged

Provide Emotional Support

Social-distancing can be especially difficult for those employees who rely on teammates for emotional and social support. Isolation, when combined with a lack of support systems, can lead to anxiety, depression, and stress. Organizations should support their employees at this time, by setting boundaries around working hours, ensuring frequent team check-ins, and providing access to mental health professionals. Managers must also develop the fine skill of leading with empathy while driving for productivity.

Be Open to Adapting

A completely digital workspace is unprecedented for most, but it provides an opportunity for organizations to learn how to adapt to changing environments. Managers can ease the transition by encouraging their teams to build new skills, try out different working styles, and develop a collaborative mindset. This will allow teams to become more unified and resilient, and may also lead to more innovation within the organization.

Protect Your Team

Interacting solely via digital platforms may lead to sexual harassment or bullying, following the inaccurate assumption that what is not witnessed, cannot be reported. To prevent this, organizations must not only update their policies to reflect harassment in virtual workspaces but also train their employees in cyber etiquette. Creating a code of conduct for the virtual workspace will formally communicate the rules around working hours, appropriate attire, language, and expectations from team members, making it easier to spot and report inappropriate and/or unwelcome behaviour.

This pandemic, while terrifying, has allowed organizations to innovate and truly become prepared for all challenges. It has also emphasized the importance of traditional values such as community, empathy, and collaboration. If integrated effectively, these learnings will create safe, healthy, and inclusive digital environments that will anchor society in a time of uncertainty and help keep the economy afloat.

Sarayu Acharya has a background in social psychology, and is passionate about issues surrounding gender, culture, and diversity” 

Interweave Consulting is one of India’s first consulting firm exclusively focused on Diversity and Inclusion. Our interventions are designed to help organisations in their inclusion journeys. 

To know more about our offerings, write to us at interweavesolutions@interweave.in 

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