{"id":428,"date":"2020-07-13T10:23:00","date_gmt":"2020-07-13T07:23:00","guid":{"rendered":"https:\/\/arc.dev\/employer-blog\/?p=428"},"modified":"2025-06-11T13:00:03","modified_gmt":"2025-06-11T05:00:03","slug":"diversity-inclusion-remote-work-video","status":"publish","type":"post","link":"https:\/\/arc.dev\/employer-blog\/diversity-inclusion-remote-work-video\/","title":{"rendered":"Diversity &#038; Inclusion in Remote Work: 12 Things You Need to Know"},"content":{"rendered":"\n<p>One of the most exciting things about remote work is its focus on results-based performance, rather than focusing on time-based metrics. According to future of work experts, if all you\u2019re measuring is performance, this opens the door to reduced bias in recruitment\u2026 or does it?<\/p>\n\n\n\n<p>We wanted to hear from&nbsp;<a href=\"https:\/\/arc.dev\/blog\/remote-developer-diverse-strong-team-89buhwjaj6\" target=\"_blank\" rel=\"noreferrer noopener\">diversity<\/a>&nbsp;and inclusion experts about their thoughts on remote work, and remote work during COVID-19. At the Arc Remote Career Summit, Joe Blair from Cota Capital lead a conversation with:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ruben Harris (CEO of\u00a0<a href=\"https:\/\/careerkarma.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Career Karma<\/a>)<\/li>\n\n\n\n<li>Darren Bruckner (CEO of\u00a0<a href=\"https:\/\/workfrom.co\/\" target=\"_blank\" rel=\"noreferrer noopener\">Workfrom<\/a>)<\/li>\n\n\n\n<li>Michelle Pal (Talent and Operations Partner,\u00a0<a href=\"https:\/\/www.underarmour.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Under Armour<\/a>)<\/li>\n<\/ul>\n\n\n\n<p>We encourage you to watch the video of this session below \u2014 but read on for a summary of some of the main takeaways!<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-embed-handler wp-block-embed-embed-handler wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Diversity and Inclusion in a Remote Work World | Arc.dev Remote Career Summit\" width=\"1128\" height=\"635\" src=\"https:\/\/www.youtube.com\/embed\/YdkW1EIUIZU?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<p><em>Looking for top talent fast? See how <\/em><a href=\"https:\/\/arc.dev\/\">Arc<\/a><em> can help you:<\/em><\/p>\n\n\n\n<p><em>\u26a1\ufe0f Find developers, designers, marketers, and more<br>\u26a1\ufe0f Freelance or full-time remote + fully vetted<\/em><em><br>\u26a1\ufe0f Save up to 80% with global hires<\/em><\/p>\n\n\n\n<p><a href=\"https:\/\/arc.dev\"><strong>Hire top talent with Arc risk-free \u2192<\/strong><\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"don%E2%80%99t-rely-on-traditional-credentials-when-assessing-talent\">Don\u2019t Rely on Traditional Credentials When Assessing Talent<\/h2>\n\n\n\n<p>Ruben discussed the fact that a lot of industries have de-facto expected credentials for entry:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>A lot of times people use GPA or credit score as a judgment for your abilities.<\/p>\n<\/blockquote>\n\n\n\n<p>However, these metrics are causing you to miss out on a lot of talent! Something that hiring managers need to grapple with \u2014 particularly in a more globalized world \u2014 is being able to measure the potential of future hires without relying on traditional credentials or \u201cschool brand.\u201d It\u2019s time to think deeper.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"take-responsibility-to-educate-yourself\">Take Responsibility to Educate Yourself<\/h2>\n\n\n\n<p>Michelle shared her previous experiences of colleagues asking her to teach them about diversity and inclusion (\u201cteach me how to be woke\u201d) \u2014 and how exhausting these requests can be.<\/p>\n\n\n\n<p>We suggest starting with doing the work yourself: use the resources freely available online to find answers!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"understand-that-lingo-is-exclusionary\">Understand that Lingo is Exclusionary<\/h2>\n\n\n\n<p>Remote work relies on strong communication skills. That said, if you haven\u2019t been exposed to the \u201chow we talk here\u201d (or corporate lingo) before, this can be a barrier to diversity and success.<\/p>\n\n\n\n<p>Ruben raised the fact that learning contextual language\/lingo is hard enough verbally, but learning to do it in writing (even <a href=\"https:\/\/arc.dev\/employer-blog\/remote-collaboration-slack-emoji\/\">knowing which gif to drop into a&nbsp;Slack conversation<\/a>) can be even harder.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"remote-work-can-revitalize-communities\">Remote Work Can Revitalize Communities<\/h2>\n\n\n\n<p>Darren spoke positively about remote work\u2019s potential as an equalizer:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>I do think that removing location, you know, dependencies is how we get to more diverse teams and how we actually allow communities and individuals who can&#8217;t be at a location we&#8217;re locked out because they can&#8217;t be in a place. [&#8230;] I think that it really has a huge opportunity to equalize in that way to bring dollars from other places into communities that certainly need it.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"remote-work-is-an-opportunity%2C-not-an-answer\">Remote Work is an Opportunity, Not an Answer<\/h2>\n\n\n\n<p>Michelle had a strong message for companies who think that remote work is a silver bullet for increasing diversity and inclusion:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>If you&#8217;re using diversity as a reason to move remote, I think it&#8217;s really important to acknowledge that a remote setting is really only going to unlock the door as a company. You will actually need to put in the work to open the door and bring that diverse talent in. Otherwise you&#8217;re just gonna find the same, just not in your city.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"lean-into-the-options-provided-by-remote-work\">Lean Into the Options Provided by Remote Work<\/h2>\n\n\n\n<p>Our panelists also discussed some of the benefits of working remotely:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use language in ways that are accessible to everyone, and\u00a0<a href=\"https:\/\/arc.dev\/employer-blog\/understanding-remote-team-personalities\/\">understand that everyone has their own way of talking<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/arc.dev\/employer-blog\/work-across-time-zones\/\">Use time zones to your advantage by having work happen around the clock<\/a>\u00a0with a global team (but also make sure you are respecting their time, and support them to set boundaries and available work hours)<\/li>\n\n\n\n<li>Allow people to consume information in different ways<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"support-the-whole-person\">Support the Whole Person<\/h2>\n\n\n\n<p>COVID-19 has ripped away the work\/life divide, and when working remotely during a pandemic, there\u2019s no ability to compartmentalize our lives to the same extent as before.<\/p>\n\n\n\n<p>Something that team leaders need to grapple with is supporting the whole person: understanding their personal context and allowing them the space to figure out what works for them.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"understand-that-the-digital-divide-excludes-talent\">Understand that the Digital Divide Excludes Talent<\/h2>\n\n\n\n<p>Ruben reminded us that a) the digital divide is very real, and b) needs to be addressed by management:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>You got to realize that, you know, most people got a smartphone, but a lot of people don&#8217;t have a laptop. Less than 60% of black and brown people actually have a laptop computer.<\/p>\n<\/blockquote>\n\n\n\n<p>Remote work is inherently a&nbsp;<em>digital<\/em>&nbsp;way of working. Management needs to understand that there are large parts of the population who are at risk of being left behind \u2014 and actively plan how to address this.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"put-your-money-where-your-mouth-is\">Put Your Money Where Your Mouth Is<\/h2>\n\n\n\n<p>Aside from building the company infrastructure to support people to do their best work \u2014 wherever they are, and however they like doing it \u2014 the panelists challenged organizations to get real about hiring diverse talent. As Darren put it:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>You write the check. You do what you have to do to make your team diverse. It\u2019s intentional, you know \u2014 you don\u2019t sort of back into it and just hope that it works. You don\u2019t look for outside systems to, you know, create opportunities for you. You find the people and you hire them.<\/p>\n<\/blockquote>\n\n\n\n<p>Likewise, Ruben pointed out that while donating to diversity-championing causes is great, organizations should also consider their own internal needs. If some of this money could be directed towards internal structural change, or salaries for new team members from diverse backgrounds, this is also well worth considering.<\/p>\n\n\n\n<p>Michelle\u2019s current workplace takes a strong line on diversity metrics: success in achieving these is directly tied to executive bonuses!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"make-diversity-measurable\">Make Diversity Measurable<\/h2>\n\n\n\n<p>Darren cut to the chase: aspirational diversity goals aren\u2019t enough!<\/p>\n\n\n\n<p>When it comes to diversity, he said, \u201cwhat you focus on will improve.\u201d By this, he means:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Setting diversity metrics<\/li>\n\n\n\n<li>Measuring them, and<\/li>\n\n\n\n<li>Having real numbers and consequences behind them<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"network-and-champion-others\">Network and Champion Others<\/h2>\n\n\n\n<p>If you\u2019re already in an organization, you can&nbsp;help champion diverse talent&nbsp;to both get hired and have career development. Ideas from our panelists include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Creating on-ramps for people to get into jobs<\/li>\n\n\n\n<li>Provide on-the-job training to get people to move beyond their initial roles<\/li>\n\n\n\n<li>Create projects that allow for diverse team members to be hired or take part<\/li>\n\n\n\n<li>Refer diverse talent to people with hiring power (remember that most jobs never appear on job boards!)<\/li>\n\n\n\n<li>Become an executive sponsor of employee resource groups<\/li>\n\n\n\n<li>Figure out how to actively build professional networks remotely, rather than relying on co-location, then use this to advocate for peers<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"help-lead-the-change\">Help Lead the Change<\/h2>\n\n\n\n<p>Although individual contributors don\u2019t hold decision-making power at the executive level, there are still things that they can do to help create a more diverse and inclusive work environment. Michelle suggests finding a safe space or method to speak within your organization. Then, according to Darren:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Try to find your voice, try to find your power. And right now is your time to talk about this. Talk about it with your peers, but also go to your managers, go to folks who, you know, who are in positions of power, who have the ability to help with some of these things. Just be vocal.<\/p>\n<\/blockquote>\n\n\n\n<p>He does note that a lot of people\u2019s true values are being surfaced by these difficult and important conversations.<\/p>\n\n\n\n<p>Ruben also pointed out that there are also a lot of organizations with well-meaning people who&nbsp;<em>just don\u2019t know what to do<\/em>&nbsp;to help increase diversity and inclusion in the workplace. In these situations, it can be appropriate for a team member to step up and help guide the leaders make decisions, e.g. where to allocate diversity funds.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wrapping-up\">Wrapping Up<\/h2>\n\n\n\n<p>A big thank you to our panelists for an insightful conversation \u2014 and their challenges and actionable tips for business leaders everywhere. Also a thank you to Joe for hosting!<\/p>\n\n\n\n<p>Thoughts? Questions? Let us know in the comments below.<\/p>\n\n\n\n<p><em>You can also try <\/em><a href=\"https:\/\/arc.dev\/\">Arc<\/a><em>, your<\/em><em> shortcut to the world&#8217;s best remote talent:<\/em><\/p>\n\n\n\n<p><em>\u26a1\ufe0f Access 450,000 top developers, designers, and marketers <br>\u26a1\ufe0f <em>Vetted and ready to interview<\/em><br>\u26a1\ufe0f Freelance or full-time<\/em><\/p>\n\n\n\n<p><a href=\"https:\/\/arc.dev\"><\/a><a href=\"https:\/\/arc.dev\"><strong>Try Arc and hire top talent now \u2192<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>From things to understand to actionable tips and advice, check out this remote work diversity and inclusion panel discussion (and video).<\/p>\n","protected":false},"author":4,"featured_media":429,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13,7,18],"tags":[],"class_list":["post-428","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-culture","category-remote","category-thought-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Diversity &amp; 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