How to Make Your Hybrid or Remote Workplace Inclusive Equitable and Harassment Free

1. APRIL 11TH, 2023 AT 9:30 AM PDT, 12:30 PM EDT, 5:30 PM GMT HOW TO MAKE YOURHYBRID OR REMOTE WORKPLACE INCLUSIVE, EQUITABLE, AND HARASSMENT-FREE WITH ELIZABETH BILLE, SENIOR VICE PRESIDENT OF WORKPLACE CULTURE AT EVERFI Stephanie Braswell Webinar Coordinator, Human ResourcesToday

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4. HOW TO MAKE YOURHYBRID OR REMOTE WORKPLACE INCLUSIVE, EQUITABLE, AND HARASSMENT- FREE WITH ELIZABETH BILLE, SENIOR VICE PRESIDENT OF WORKPLACE CULTURE AT EVERFI

6. 6 1. Lessons learned: Impacts of remote work on harassment, bias, and inclusion 2. Risk factors in remote/ hybrid environments 3. Strategies for success – Policies, processes, meeting protocols, management techniques – Training on bystander intervention Agenda Disclaimer: This information is not intended as legal advice. Please consult with legal counsel to ensure your organization’s compliance with applicable legal requirements.

7. Poll: Remote, hybrid, or in-person? 7 Which model of work does your organization currently use? Choose your answer on the screen. A. In-person B. Hybrid (for all employees or some employees) C. Fully remote D. I’m a solo practitioner

8. Lessons learned: Impacts of remote work on harassment, bias, and inclusion

9. Fewer bias or exclusion incidents reported 9 What doesn’t happen? • Having colleagues touch their hair • Being mistaken for a coworker of the same race or ethnicity • Fearing for their safety while commuting • Hearing insensitive comments about food or clothing • Being asked about events in the news Sources: The Business Journals (2021); Washington Post (2021); Future Forum (2021) Impact • Sense of belonging at work doubled • 64% increase in the ability to manage stress

10. Increased inclusion and accessibility 10 • Reduced barriers for individuals with disabilities or health conditions • Increased opportunities for introverts, pregnant people, and those with sensory processing issues, anxiety, and sleep conditions (and more!) to take breaks and recharge • Increased flexibility to address work and family responsibilities for caregivers Source: Forbes (2020) © Everfi, Inc.

11. But if not done thoughtfully and inclusively, remote and hybrid work can have many potential risks and negative impacts. 11 © Everfi, Inc.

12. 12 Risk factors in remote/hybrid environments

13. Manager/leader bias Performance Contributions Career 64% view in-office employees’ performance more favorably and were more likely to give them a raise 67% consider remote workers more replaceable than their onsite peers 62% believe full-time remote work is harmful to employees' careers Sources: Gartner (2021); SHRM (2021)

14. Exclusion Missed assignments 42% percent of supervisors say they forget about remote workers when assigning projects Information Assignments Participation Incomplete information Remote staff may not receive timely, needed information Barriers to participation Onsite-only events; hybrid meetings that favor in-person participants 14 When “out of sight” becomes “out of mind” Damage to employee success, morale, engagement, and belonging Source: SHRM (2021) © Everfi, Inc.

15. Inequity 15 34% of workers fear they will have fewer career opportunities if they are working remotely full-time Decreased opportunities for growth and advancement 29% of remote workers say they will have fewer developmental opportunities Source: SHRM (2021)

16. Harassment 16 People experienced more frequent harassment since COVID-19 and in the remote environment based on their: Gender: 26% Age: 23% Race/ethnicity: 10% People experienced hostility more frequently since COVID-19 and in the remote environment based on their: Gender: 30% Age: 15% Race/ethnicity: 13% Source: Project Include (2021)

17. Poll: Bias and harassment in digital channels 17 In your career, have you seen bias or harassment occur in any of these digital channels? Choose your answer on the screen. 1. Chat platforms 2. Email 3. Productivity/collaboration tools 4. Video meetings 5. All of the above

18. Digital channels can exacerbate issues 18 Source: Project Include (2021)

19. Additional risk factors in a remote environment 19 ✓ Increased employee stress and fatigue ✓ Casualness and incivility online ✓ Lack of in-person witnesses ✓ Challenges in monitoring ✓ Lack of guidance and policies about online behavior (and how to address it) ✓ Access to alcohol ✓ Constant access to employees through digital means - including off hours © Everfi, Inc.

20. Examples of digital harassment 20 Commenting negatively on pictures or religious/cultural items in the background “Turn on your camera so I can see your pretty face.” Muting or disconnecting someone; ignoring raised hands Insults in the chat feed during a meeting Texting offensive jokes or comments Texting requests for dates Making disparaging comments about age and use of technology Cyberstalking “Is that your bedroom? I’d love to see more of that.” “Do you think I’m wearing pants?” Sharing inappropriate memes, gifs, videos, or photos “Now you can take a nap anytime you like, old man.” © Everfi, Inc.

21. Strategies for Success Policies, processes, meeting protocols, management techniques © Everfi, Inc.

22. Strategies for success 22 1. Review your Anti-Harassment and DEI policies a) Address digital misconduct and give examples b) Cover illegal conduct and other harmful behavior 2. Review your Alcohol and Drug policy a) E.g., “at work” → “while working or engaging with colleagues, customers, or vendors” 3. Verify accessibility of policies and reporting channels 4. Remind employees that “private” communications may not be off-limits a) Communications using company tools/channels b) Behavior on personal devices/sites that impact the workplace Policies © Everfi, Inc.

23. Strategies for success 23 1. Review performance evaluation, development/promotion, and recognition criteria a) Create and use objective criteria up front 2. Check before decisions are made: are remote employees… a) On the list of [promotion/development/stretch assignment] candidates? b) Being recognized in communications, meetings, newsletters, and events? c) Representing the team? 3. Create opportunities for employees to engage with senior leadership and each other 4. Conduct inclusive meetings a) Adopt a checklist of inclusive meeting practices b) Support full participation for remote employees and employees of all identities Processes © Everfi, Inc.

24. Strategies for Success ❏ Include “Please contact meeting organizer if you need any accommodations” ❏ Share meeting materials in advance ❏ State upfront if closed captioning is available ❏ Note “raised hands” and digital chat content ❏ Restate digital chat comments and questions aloud ❏ Mute microphones when not in use ❏ Have everyone join on their personal laptop Meeting Protocols Accessibility © Everfi, Inc.

25. Strategies for Success Inclusion & Allyship ❏ Attendee list check: “Whose perspective isn’t represented here?” ❏ Create space to think before discussion ❏ Wait to hear others’ perspectives if you are in a position of authority ❏ Ask for differing perspectives (“What could go wrong?” “Pro and con” etc.) ❏ Solicit input from people who haven’t spoken ❏ Echo a person’s ideas if not being heard or given credit (and give credit!) ❏ Act as an ally when someone is interrupted ❏ Address disrespectful behavior Meeting Protocols © Everfi, Inc.

26. Strategies for success 26 1. Establish communication norms and boundaries 2. Set regular check-ins - not just “stop by the workspace” conversations a) Individual members & entire team get the information they need 3. Foster positive connection and belonging a) Go beyond event-based or social activities b) Make space for employees to share challenges - and provide support c) Create a work environment where all are valued, included, and feel like they belong 4. Address biases and harmful behavior promptly 5. Train managers about unconscious biases, harassment prevention & inclusive leadership Equip managers to lead hybrid and remote teams © Everfi, Inc.

28. Training techniques such as civility and bystander intervention training, show “significant promise for preventing harassment in the workplace.” U.S. Equal Employment Opportunity Commission (EEOC) 28

29. Why is bystander intervention training so critical? Stop harmful behavior Interrupt or respond to concerning conduct when we see it. Prevent issues Address disrespectful behaviors before they escalate. Create a positive culture Model organizational values through our actions. Three-part benefit: © Everfi, Inc.

30. Situation- Dependent Delegate Delay Distract/Disrupt Direct Approach Teach Employees to Take Action: The 4 “Ds” of Intervention © Everfi, Inc.

31. “I don’t think they finished their thought. Can you say more about that?” Teach Employees to Take Action: The 4 “Ds” of Intervention Situation- Dependent Delegate Delay Distract/Disrupt Direct Approach “Wow” or “That’s not cool” - or even an eyeroll. “I’m not comfortable with how this conversation is going.” “That’s not okay - let’s talk after this meeting.” © Everfi, Inc.

32. Teach Employees to Take Action: The 4 “Ds” of Intervention Situation- Dependent Delegate Delay Distract/Disrupt Direct Approach “I just realized we need to be in another meeting right now.” Drop something or start coughing loudly “What agenda item does this relate to?” “Let’s move on.” © Everfi, Inc.

33. Teach Employees to Take Action: The 4 “Ds” of Intervention Situation- Dependent Delay Direct Approach Distract/Disrupt Delegate Enlist the help of other colleagues, a manager, or HR © Everfi, Inc.

34. Delegate Distract/Disrupt Situation- Dependent Delegate Delay Ask the target, “Are you alright?” or “Can I help?” Encourage objective decision making “I wanted to make you aware of the impact of [describe behavior]” Teach Employees to Take Action: The 4 “Ds” of Intervention © Everfi, Inc.

35. Actionable Takeaways Adopt New Protocols Equip Managers to Lead Hybrid Teams Deploy & Reinforce Bystander Intervention Training 35 Update Policies & Processes © Everfi, Inc.

36. Poll: Favorite takeaways from the checklists? 36 Which set of takeaways will be most useful for your work? Choose your answer on the screen. 1. Policy updates 2. Meeting protocols 3. Management strategies 4. Bystander intervention techniques 5. All of the above © Everfi, Inc.

37. Thank You LET’S CONNECT! Elizabeth Bille, JD, SHRM-SCP in/elizabeth-owens-bille/ everfi.com ADDITIONAL RESOURCES Checklist: Inclusive Meetings Checklist https://everfi.com/infographic/workplace- training/inclusive-meetings-checklist/ White Paper: The Four Pillars of a Comprehensive Harassment Prevention and Compliance Strategy https://everfi.com/white-papers/workplace- training/harassment-prevention-and-compliance-strategy/ White Paper: Diversity, Equity & Inclusion and Harassment & Discrimination Prevention: You Can’t Have One Without the Other https://everfi.com/white-papers/workplace-training/dei-and- harassment-prevention/ © Everfi, Inc.

38. SVPof Workplace Culture, Everfi Webinar Coordinator, Elizabeth Bille Stephanie Braswell Human Resources Today /in/stephanie-braswell-664364248/ humanresourcestoday.com Q&A /in/elizabeth-owens-bille/

How to Make Your Hybrid or Remote Workplace Inclusive Equitable and Harassment Free

How to Make Your Hybrid or Remote Workplace Inclusive Equitable and Harassment Free

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How to Make Your Hybrid or Remote Workplace Inclusive Equitable and Harassment Free