Fostering Inclusive Remote Workplaces

• Schedule regular - individual and team check-ins - with your employees. Focus not only on the work, but the impact of remote operations. Are employees able to accomplish their jobs, if not, what are the barriers? How can you, as a supervisor support this employee?

• Identify trends and potential source of unequal access to resources for employees to perform their work.

• It is not uncommon for a change in practice to have unequal and unforeseen consequences. Share what you learned with your supervisor and consult with HR when necessary.

• Keep in mind that being fair is not being equal. Different employees may have different needs. Providing the same level of support to every employee can help balance individual needs, work requirements, and team cohesiveness.

• Protect the confidentiality of your employee. They may not want the entire team to know their personal circumstance. Engage the employee in problem solving and the entire team, when appropriate.

Show appreciation for your employee's contributions and ability to handle the current situation.

How does your employee like to be recognized?

When showing appreciation, make it meaningful by being specific and talking about specific tasks, events, and accomplishments.

How inclusive is your team?

Often in group dynamics there is an "in" and an "out" group. Those who feel closer to power (you and others who have positional power), and those who don't feel they have a voice within the team. That divide is exacerbated in a virtual environment. Take a moment to reflect upon your team dynamics and your role in making your team more inclusive by answering the questions:

• who is present in conversations and who is missing

• who is texting, emailing, calling and who isn't

We know that team dynamics develop over time and this is a good time for you, as a supervisor, to reflect and develop new norms for your team. Before you get to the why of you team dynamics, consider what you would like to see and how you can help your team get there.

Those who are in the periphery may be forgotten and feel even more isolated. It is important to set up meeting protocols that promote diverse ways for employees to provide input and engage.

• Create the conditions for employees to feel heard and to express both professional and personal concerns.

• When employees share their concerns ask how you may be able to help. Sometimes they just need the time and space to process and problem-solve.

• By promoting an environment of inclusiveness, practices that may be unintentionally unequal are more likely to be exposed.

Your employees rely on you to promote a safe work environment. As we consider the ways in which our environments have changed and continue to change, what do your employees need to feel safe at work?

It is important that we support employees in knowing the facts about COVID-19 and the college's phased reopening approach.