As companies wrestle with the future of remote work, at least one noted executive has made headlines by insisting that in-office work helps elevate corporate diversity, equity, and inclusion (DEI) efforts.
The data suggests that this isn’t the case.
A new analysis of LinkedIn Self-ID data found that there was a 20% increase year over year in the share of women applying for remote jobs, and a 10% jump year over year in the share of women who accepted a job offer for a remote position.
The data also shows a 16% increase in the share of applicants who are Latino and a 17% increase in the share who are Black, with a 5% increase in confirmed hires for Latino applicants and a 24% increase in confirmed hires for Black applicants. Those findings echo the results of Meta’s 2022 Diversity report, which shows a commitment to remote work helped Facebook’s parent company recruit and retain workers from underrepresented groups.
The summer headlines about diversity and in-office work did underscore one important point: DEI matters. Studies show diverse and inclusive workplaces bring significant financial benefits, boost creative thinking and innovation, and lead to greater employee satisfaction. But while a company’s diversity may be more visible in an office, it’s remote work that actually brings more women, people of color, and people with disabilities into the fold.
Here are three ways that remote work can fuel meaningful DEI efforts that contribute to company growth and improve employee experiences:
1. Remote work opens the door
For DEI efforts to be successful, companies need to recruit and hire more broadly — in other words, cast a wider net.
By limiting jobs to in-office workers, companies risk missing out on a more diverse pool of applicants and the added perspectives and skills that can bring to an organization.
Studies show remote work appeals to women and people of color. A 10,000-person survey by Slack’s research arm, Future Forum, found Black and Latino knowledge workers preferred remote or hybrid work at higher rates than their white peers and that 57% of working mothers prefer to work remotely full time. Remote work listings also open the door to neurodiversity, to people with physical disabilities, and to individuals with unique scheduling or caregiving needs that prevent them from being present in an office.
It also allows for greater geographic diversity: When applicants can work from anywhere, companies can source talent far and wide. This can benefit companies in smaller, not-so-diverse areas or larger businesses where the cost-of-living is high. Publishers Quartz, Fortune, and Axios hired more people of color once they expanded their workforce outside traditional hubs in New York, Washington, D.C., and San Francisco.
2. Remote work eliminates office hurdles
For people with disabilities, the office is not always a welcoming or accommodating space. Those with physical or mobility issues may find the office layout hard to navigate, or they may face limited transportation options for the commute. Workers who need special tools or technology to do their job (such as assistive technologies for the visually impaired) may find them easier to use in their home workspace. And people with cognitive or sensory disabilities may find the overstimulation of the office environment hinders their productivity.
Consulting firm EY more than tripled its neurodivergent workforce globally during the pandemic. The company allows its neurodivergent employees to be fully remote and offers them accommodations such as quiet space, noise-canceling headsets, and lighting adjustments when they do come into the office.
For employees who are a different gender, race, ethnicity, or religion than most of their colleagues, standing out in the office comes with challenges. They often face microaggressions that sap their energy and productivity. One report found that a third of BIPOC employees and 26% of women feel they cannot be their most authentic selves at work. And another survey found four out of 10 Black and Latino people and a third of white people say they often or sometimes need to speak differently around colleagues of different races or ethnicities. A remote work environment can reduce the amount of code-switching employees need to do throughout their day and reduce the mental burden that comes with microaggressions. This leaves them free to focus on their work and contributions in a more focused way.
For Leron Barton, a writer and corporate tech worker, switching to the home office has been a positive experience: “As a Black man, my mental health is a priority,” he says. “I am currently working remotely, and I can say for certain my mood and demeanor have improved. Not having to decide if I should address a racist comment or action as much has made my day easier.”
3. Remote work fosters an inclusive culture
Remote work doesn’t just get people in the door — it allows them to stay once they’re in.
It gives people the room they need to adapt to personal needs, unforeseen emergencies, and changing life circumstances. That flexibility is key to keeping good employees happy: Some 72% of workers unsatisfied by their position’s level of flexibility say they will look for a new job in the next year.
And it means that people who would otherwise be left out suddenly have a way in. GitLab, for instance, has fully committed to a remote-first, inclusive culture that operates through transparency and engagement — and enjoys an 85% year-over-year retention rate. The company shares videos, blog posts, and social media to showcase the diversity of its team and promote understanding.
It’s worth noting that remote work isn’t perfect: For all of the good it can do for DEI efforts, it also introduces other potential issues. Proximity bias — the idea that managers are more favorable to the workers who are visible or physically close to them — can hurt people whose work is entirely virtual, leading to fewer promotions and growth opportunities even when they are more productive. And remote workers often struggle with loneliness or an inability to unplug, which can disproportionately impact women or people of color who already feel marginalized. But when leaders rethink how they handle communication, employee support, and overall culture, they can avoid those pitfalls.
Remote work can also make it easier for people to take advantage of initiatives meant to create a culture of inclusivity. Employee resource groups (ERGs) can be a key way to build connection and a welcoming environment for team members based on gender or sexual identity, ethnicity, religion, age, and more. And they can thrive in a digital environment. Yelp, for example, has added nine new ERGs to its roster since 2019 and found interest in them growing since the pandemic.
Final thoughts
Even as some CEOs push for a return to the office, it’s important to remember what remote work can offer in the long run. The flexibility of hybrid or fully remote scenarios allows people who come from different backgrounds and communities, who might otherwise be overlooked or undervalued, to get (and keep) a seat at the table.
To truly take advantage of the benefits of DEI strategies, companies need remote work to clear the way.
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Topics: Diversity
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