Photo by Clay Banks on Unsplash
I don’t need to tell you that the workforce is currently turned completely upside down. The novel coronavirus (AKA COVID-19) pandemic and the subsequent social distancing and stay-at-home orders from our government officials have the majority of America’s workforce, outside of essential employees, working from home or temporarily unemployed. Every business imaginable is feeling the impacts of this pandemic, and every individual employee is stressed, anxious, and scrambling – each for their own individual reasons.
Managing inclusion efforts, or simply being inclusive in managing your team or engaging with your colleagues, has most likely shifted to the lower end of your consciousness and priority during this season. However, many employees who are working from home for the first time are struggling now more than they ever did in a traditional work environment, and need support more than ever.
There is an opportunity now, despite our current circumstances, to foster inclusion using one simple concept: equity, not equality.
Simply speaking, equity is fairness. Equality dictates that we should treat everyone the same, and give them the same resources to succeed. Equity dictates that we address individual needs by giving them resources specific to their situations, and therefore provide access to the same opportunities. In this time of COVID-19, it is easy to assume that all employees you manage or work with need the same thing, or that we are all “in this together.” While we are facing a common invisible enemy, we are all doing so with individualized barriers to success as we navigate this process. In order to foster community and inclusion during this difficult time, we must invest time and resources in learning what our individual team members need to succeed, rather than make any assumptions.
The good news? We are all communicating virtually for now. So, if you are somewhat uncomfortable having these conversations, you can do so with a quick check-in email to start. Simply ask your employees, team members, employee resource group members – whoever it is you want to support – and ask them, “What are you struggling with most right now, related to the changes put in place since COVID-19? How can I (or the organization) provide better support to you personally?”
If you’re worried about how to respond or what types of responses you may get, we have provided a few ideas below:
If someone is struggling to manage their children as they work from home and no longer have support from professionals to care for them:
Before providing a blanket statement response, we encourage you to ask more questions. For example, how old are their kids? Are they most concerned about being interrupted by and needing to constantly supervise young children, or are they overwhelmed by the idea of providing school guidance at home to older ones? Do they have the support of their spouse or partner (if they have one), or is that person considered essential and not able to work from home? Are their children, especially older ones, scared about what is happening and needing additional emotional support? Once you know the answers to these specific questions, you can begin to find and provide resources that are needed. You may not be able to solve their issues, but you can show them that you are there as a support and reassure them that you understand – which can go a long way right now.
If someone is struggling with feelings of anxiety or depression:
If you are trusted enough that someone feels they are able to express this to you, great! That is a huge step. It is also a step that requires much more than a “hang in there, we are all in this together” response. Someone who struggles with issues of anxiety or depression (or other mental health challenges) may be going through a much darker period right now than most. Foster inclusion and belonging by validating their experience, and then provide specific resources that can help (such as virtual therapy or your organization’s employee assistance program). Also, offer to check in on their progress with these resources, as it can be particularly difficult to hold ourselves accountable for self care at this time.
If someone is struggling to be motivated or productive while working from home:
Not everyone is “made” to work from home. In fact, many people are significantly less productive than when they are in a social office environment. Many people will struggle even if they are not managing children, other family members, illness, or mental health issues. It is important when fostering an inclusive and welcoming environment to be direct and ask employees about this openly. Doing this provides employees with a safe space to ask for help and support. Support for this may vary from person to person, but might include providing productivity resources (maybe your organization can allocate budget for workflow and project management software during this transition period) or creating an “accountability partner” system with different team members checking in with one another daily.
These are not the typical issues of equity that we address around here. After all, these challenges do not only apply to your female or diverse workforce. However, if individuals on your team have already been feeling marginalized, undervalued, or ignored in any way, chances are they are feeling that way now more than ever. Use this time as an opportunity to show your team members the individual value that they provide, and begin to provide healing for feelings of being overlooked or forgotten.
It’s true: We really are all in this together. We are all fighting a common, invisible enemy that no one could have anticipated. But that doesn’t mean that our battles are all the same. Stay well.
If you are looking for resources to provide during this time, don’t hesitate to reach out.