Join Elizabeth Bille to learn about actionable strategies to prevent exclusion and harassment, enable managers to fairly evaluate employees’ job performance, and create new protocols to ensure all employees are included and feel like they belong.

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.

27. 27
Strategies for
Success
Training
© 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/