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远程工作只是“看上去很美”?企业包容性文化面临挑战

远程工作只是“看上去很美”?企业包容性文化面临挑战

Danielle Abril 2020年05月29日
在家办公给企业带来了一些新的挑战,比如如何建设和维系企业文化、建立人际关系及确保所有员工都有平等的发言权。

图片来源:GettyImages

随着越来越多的企业在疫情期间转向远程工作,管理层要想确保每位员工都能得到包容、享有平等机会,或许得多费点功夫才行。即便是在大家都可以到办公室上班的日子里,这也是让企业管理者颇为挠头的问题,而距离更是让这一问题迅速凸显了出来。

多元化与包容性咨询公司Paradigm的主管伊芙琳•卡特说:“如果你在企业中处于边缘或者次要位置,那么存在感可能本来就很低,而现在则更是如此。”

本周早些时候,卡特与乔艾尔•艾默生及拉西罗•博科举行了一场远程圆桌会议,艾默生是Paradigm的首席执行官,拉西罗曾任谷歌人力资源执行官,现在则管理着人力资源软件公司Humu。三人讨论了新的工作环境会对多元化和公平性以及包容性努力造成哪些影响,并为企业乃至竞争环境及边缘员工提供了建议,要想在远程工作时期保持自己的存在感,后者可能必须要多付出一些努力才行。

为了在疫情期间保障员工安全,许多企业,无论大小,都已经转向远程办公,本次圆桌会议的召开正是在这种背景之下。新冠疫情或将从根本上改变企业未来对远程办公的看法。Facebook、推特和Square等科技巨头均已计划让部分员工永久在家工作。

但这也会带来一系列新的挑战,比如如何建设和维系企业文化、建立人际关系及确保所有员工都有平等的发言权。卡特表示,距离会让人们更加偏爱那些与自己相似的人。如果个性不同的人离得很近或者走路时碰到了彼此,他们还可能会主动与对方聊聊天,但现在他们可能会丧失这种机会。

理想中,远程办公将让企业有机会为全体员工提供相当的机会。但Paradigm的高管们表示自己并未看到很多企业在这么做。 “企业本可以利用这一时机缩小在这些问题上的差距,” 艾默生说,“但许多企业反而在抄近路,进而让这些问题越发严峻。”

本次圆桌会议也提出了一些建议:对哪些人做了哪些工作,管理者要了然于胸,并且在分配任务时要努力做到公平。卡特补充道,由于许多员工都已经为人父母,或者还有其他的家人需要照顾,在工作日他们还要承担别的职责,考虑到这种情况,管理者们在日程安排上也应该更灵活一些。

卡特表示,雇主还要清楚,并非所有的员工家里都有办公所需的资源。有些人可能受困于家里飘忽不定的无线网络,有人则可能不具备达到办公必须的高质量屏幕、软件或工具。

但他们都认为,在这样一个对边缘群体尤其艰难的时期,最重要的是雇主要有同理心并能更多地理解员工。疫情爆发之后,反亚裔种族主义甚嚣尘上,非洲裔和拉美裔群体受疫情影响尤为严重。

“我们要想办法掌握主动权,还要对其影响进行评估。”卡特表说。

与此同时,无论雇主做了什么,边缘员工都能够借此机会稳固自己在企业里的位置。而要做到这一点,员工必须抱有更积极的工作态度,比如可以定期打卡、寻求反馈或者提出问题等。

“我担心的是,在经济低迷或充满挑战的时期,边缘群体时常会被遗忘。”艾默生说,“现在可不是袖手旁观的时候。”188金宝搏 下载

译者:梁宇

审校:夏林

随着越来越多的企业在疫情期间转向远程工作,管理层要想确保每位员工都能得到包容、享有平等机会,或许得多费点功夫才行。即便是在大家都可以到办公室上班的日子里,这也是让企业管理者颇为挠头的问题,而距离更是让这一问题迅速凸显了出来。

多元化与包容性咨询公司Paradigm的主管伊芙琳•卡特说:“如果你在企业中处于边缘或者次要位置,那么存在感可能本来就很低,而现在则更是如此。”

本周早些时候,卡特与乔艾尔•艾默生及拉西罗•博科举行了一场远程圆桌会议,艾默生是Paradigm的首席执行官,拉西罗曾任谷歌人力资源执行官,现在则管理着人力资源软件公司Humu。三人讨论了新的工作环境会对多元化和公平性以及包容性努力造成哪些影响,并为企业乃至竞争环境及边缘员工提供了建议,要想在远程工作时期保持自己的存在感,后者可能必须要多付出一些努力才行。

为了在疫情期间保障员工安全,许多企业,无论大小,都已经转向远程办公,本次圆桌会议的召开正是在这种背景之下。新冠疫情或将从根本上改变企业未来对远程办公的看法。Facebook、推特和Square等科技巨头均已计划让部分员工永久在家工作。

但这也会带来一系列新的挑战,比如如何建设和维系企业文化、建立人际关系及确保所有员工都有平等的发言权。卡特表示,距离会让人们更加偏爱那些与自己相似的人。如果个性不同的人离得很近或者走路时碰到了彼此,他们还可能会主动与对方聊聊天,但现在他们可能会丧失这种机会。

理想中,远程办公将让企业有机会为全体员工提供相当的机会。但Paradigm的高管们表示自己并未看到很多企业在这么做。 “企业本可以利用这一时机缩小在这些问题上的差距,” 艾默生说,“但许多企业反而在抄近路,进而让这些问题越发严峻。”

本次圆桌会议也提出了一些建议:对哪些人做了哪些工作,管理者要了然于胸,并且在分配任务时要努力做到公平。卡特补充道,由于许多员工都已经为人父母,或者还有其他的家人需要照顾,在工作日他们还要承担别的职责,考虑到这种情况,管理者们在日程安排上也应该更灵活一些。

卡特表示,雇主还要清楚,并非所有的员工家里都有办公所需的资源。有些人可能受困于家里飘忽不定的无线网络,有人则可能不具备达到办公必须的高质量屏幕、软件或工具。

但他们都认为,在这样一个对边缘群体尤其艰难的时期,最重要的是雇主要有同理心并能更多地理解员工。疫情爆发之后,反亚裔种族主义甚嚣尘上,非洲裔和拉美裔群体受疫情影响尤为严重。

“我们要想办法掌握主动权,还要对其影响进行评估。”卡特表说。

与此同时,无论雇主做了什么,边缘员工都能够借此机会稳固自己在企业里的位置。而要做到这一点,员工必须抱有更积极的工作态度,比如可以定期打卡、寻求反馈或者提出问题等。

“我担心的是,在经济低迷或充满挑战的时期,边缘群体时常会被遗忘。”艾默生说,“现在可不是袖手旁观的时候。”188金宝搏 下载

译者:梁宇

审校:夏林

As more companies shift to remote work following the coronavirus pandemic, management may have to work harder to ensure that all employees are included and have equal opportunity. It’s a problem most companies grapple with even in a normal in-person office environment, but the issue can quickly intensify with distance.

“If you are a member of a group that’s marginalized or underrepresented, it’s already hard to be visible,” said Evelyn Carter, director at diversity and inclusion consulting firm Paradigm. “It’s especially exacerbated right now.”

Carter joined Paradigm CEO Joelle Emerson and Laszlo Bock, a former Google human resources executive who currently runs the HR software company Humu, for a virtual panel earlier this week. The three discussed how the new working environment may affect diversity, equity, and inclusion efforts and offered suggestions for companies to even the playing field, along with advice for marginalized employees, who may have to take extra steps to stay visible while working from home.

The panel comes as many companies, both big and small, have shifted to more remote work, helping employees stay safe during the outbreak. The pandemic is also expected to fundamentally change how companies view remote work in the future. Tech giants including Facebook, Twitter, and Square already have rolled out plans to allow some of their employees to work from home permanently.

But having an isolated workforce also creates a set of new challenges including developing and maintaining a company culture, building relationships, and making sure all employees are equally heard. Carter said distance reinforces people’s tendency to favor people who are similar to them. It also eliminates the opportunity for spontaneous conversations between different people who may be nearby or passing through.

A remote workforce ideally creates a new opportunity for companies to intentionally spread opportunities across the board. But Paradigm’s leaders said they’re not seeing many businesses take advantage of that. “We could be leveraging this moment in time to close those gaps,” Emerson said. “But instead, most people are taking shortcuts and exacerbating it.”

The panel offered some suggestions: Managers should be cognizant of who’s getting assignments and aim to even the distribution. They also should think about being more flexible with schedules, as many people are parents or caregivers who now have additional responsibilities during the workday, Carter added.

Employers also need to be aware that not all employees have the same resources at home, Carter said. Some may struggle with stable Wi-Fi connections or have less access to high-quality screens or software, tools that may be essential to doing their jobs from home.

But above all, employers need to have empathy and understanding during a time that may be especially difficult for marginalized groups, the panelists agreed. Anti-Asian racism is running rampant following the outbreak, and the virus is taking an especially big toll on black and Latino communities.

“Think about ways to be intentional, and evaluate the impact of it,” Carter said.

Meanwhile, marginalized employees can also use this opportunity to make sure they’re on the company’s radar, regardless of what their employers do. That means being proactive like regularly checking in, asking for feedback, and raising questions.

“What I worry about is a lot of times during economic downturns or times of challenge, people from marginalized groups get left behind,” Emerson said. “I don’t think this is the time to sit out.”

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