Effective Strategies For Promoting Inclusion in a Remote Workplace

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The COVID-19 pandemic was the catalyst for many businesses to start remote work and it has now become the norm. While remote work has many benefits, it also presents unique challenges for diversity, equity, and inclusion (DEI) efforts.

In a traditional office setting, employees from different backgrounds have the opportunity to interact with each other on a daily basis. This can help to break down barriers and create a more inclusive workplace. However, in a remote setting, employees may have less opportunity to interact with each other, which can lead to isolation and a feeling of being left out.

In addition, remote work can make it more difficult to identify and address unconscious bias. For example, a manager may be more likely to give a promotion to an employee who is similar to them in terms of race, gender, or age. This can lead to a less diverse and equitable workplace.

Promoting Inclusion in a Remote Workplace

Despite these challenges, there are a number of strategies that businesses can use to promote DEI in a remote workplace. These include:

  • Encouraging communication and collaboration. One of the best ways to promote DEI in a remote workplace is to encourage communication and collaboration. This can be done by using video conferencing, chat tools, and other technologies that allow employees to interact with each other in real-time.
  • Creating a sense of belonging. It is also important to create a sense of belonging for employees from diverse backgrounds. This can be done by providing opportunities for employees to connect with each other outside of work, such as through employee resource groups or social events.
  • Addressing unconscious bias. Finally, it is important to address unconscious bias in a remote workplace. This can be done by providing training to managers and employees on unconscious bias and how to mitigate its effects.

By taking these steps, businesses can create a more diverse, equitable, and inclusive remote workplace.

Here are some additional tips for promoting DEI in a remote workplace:

  • Be intentional about creating a diverse workforce. When hiring, make sure to cast a wide net and consider candidates from all backgrounds.
  • Provide unconscious bias training for all employees. This training can help employees to identify and address their own biases.
  • Create a culture of inclusion. This means fostering an environment where all employees feel welcome and valued, regardless of their background.
  • Celebrate diversity. This can be done by hosting events that highlight the diversity of your workforce or by creating opportunities for employees to share their stories.

By following these tips, you can create a remote workplace that is truly inclusive and welcoming for all employees.
If you’re in the market for great data talent and bringing more diversity onto your team, you should reach out to the Colaberry team. We have a full bench of top-tier data talent.

Contact Sal at:
[email protected]
(C) 682-375-0489

DEI #’s & Upskilling VS Hiring

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DEI #’s & Upskilling VS Hiring

Diversity, equity, and inclusion (DEI) is not just a buzzword; it is a critical aspect of building a successful workforce. Studies show that companies with diverse teams are more innovative and make better decisions. According to a report by McKinsey & Company, companies in the top quartile for gender, racial, and ethnic diversity are more likely to have financial returns above their national industry median. Building a diverse and inclusive data analytics team is one area where companies can make a significant impact on their DEI numbers.

One reason upskilling an existing data analytics team is the smarter move for a company trying to bolster its DEI numbers is cost-effectiveness. According to the Society for Human Resource Management, the average cost per hire is $4,129, and the average time to fill a position is 42 days. In contrast, upskilling an existing data analytics team is a cost-effective approach, as the company already has employees familiar with the organization’s culture and processes. Additionally, a report by the Association for Talent Development shows that the cost of training and developing employees is typically lower than the cost of hiring new ones.

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Another advantage of upskilling an existing data team is leveraging the team’s existing expertise. The team members have knowledge of the company’s business processes and data, experience working with data from different sources, and a deep understanding of the company’s data infrastructure. By upskilling them, the company can add new skills to its existing knowledge base, making the team more versatile and providing a broader range of insights.

Upskilling an existing data analytics team is also faster than hiring new employees. Hiring new employees can take months, especially for specialized positions. Even after the hiring process is complete, the new hires may take some time to get up to speed. In contrast, upskilling an existing team can be done in a matter of weeks or months. According to a report by the Association for Talent Development, 94% of employees say they would stay at a company longer if it invested in their learning and development.

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Employee retention is a critical issue for businesses, and upskilling an existing data analytics team is an effective way to retain talented employees. According to a report by the Society for Human Resource Management, the average cost to replace an employee is 6 to 9 months’ salary for that position. Upskilling the team can demonstrate the company’s commitment to its employees growth and development, leading to greater job satisfaction and loyalty.

Finally, upskilling an existing data analytics team can help build a more inclusive culture. By providing training and development opportunities, the company demonstrates its commitment to providing equal opportunities for all employees. This sends a message that the company values diversity and is committed to providing an inclusive work environment. Additionally, upskilling the existing team can provide opportunities for employees who may have been overlooked in the past to develop new skills and take on more significant responsibilities.

If you are interested in upskilling your existing data analytics team, Colaberry can help. Colaberry offers upskilling programs that focus on data analytics, machine learning, and artificial intelligence. Their programs are designed to help organizations build a diverse and inclusive workforce while also improving their data analytics capabilities. Contact Andrew “Sal” Salazar at [email protected] or 682-375-0489 to discuss your upskilling or staffing needs.

-Andrew “Sal” Salazar 

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