With advancements in technology and the changing landscape of work, traditional office-based teams are transforming into distributed teams. While many studies are showing that hybrid work models are one of the best for business, they don’t often talk about the superpower of embracing distributed work: diversity.

What Are Distributed Teams?

Distributed teams, also known as virtual or remote teams, are groups of individuals who collaborate and work together on projects despite being geographically dispersed. 

These teams leverage digital tools and communication platforms to collaborate, exchange ideas, and complete projects. Unlike traditional office settings, distributed teams are not bound by physical proximity, allowing organizations to tap into global talent and expertise. Key characteristics of distributed teams include:

• Geographical dispersion: Team members work from different locations, often across multiple time zones.
• Technology-driven collaboration: Communication and project management tools enable seamless remote collaboration.
• Flexibility and autonomy: Distributed team members have greater autonomy over their work schedules and environments.

This shift has enabled organizations to tap into a broader talent pool and create diverse teams that can drive innovation and problem-solving.

The Understated Value of Distributed Teams: Diversity

One of the greatest assets of distributed teams is the inherent diversity they bring. While the benefits of diversity are well-known, it’s often overlooked in the context of distributed teams. 

Diversity within distributed teams encompasses a range of dimensions, including:

• Cultural diversity. Individuals from different cultures, backgrounds, and ethnicities contribute unique perspectives and insights. 
• Professional diversity. Distributed teams allow companies to assemble professionals with diverse skill sets, experiences, and expertise.
• Cognitive diversity. Varied ways of thinking, problem-solving, and decision-making enhance team performance and innovation.

The power of diversity lies in its ability to drive creativity, challenge assumptions, and foster a culture of inclusivity. When individuals with different backgrounds collaborate, they bring fresh ideas, alternative viewpoints, and collective intelligence to the table.

If you only ever hire people from the same geographical region, you can miss out on hiring a more diverse talent pool. And by embracing more remote and hybrid work arrangements, you give more equal opportunities to people with different needs and lifestyles.

The Power of Diverse Teams 

Hiring more diverse candidates isn’t just the right thing to do, having diverse teams has a significant impact on business success. Here are some key benefits of fostering diversity within distributed teams:

• Enhanced innovation. Diverse teams encourage out-of-the-box thinking, resulting in innovative ideas and solutions.
• Improved decision-making and problem-solving. Different perspectives help identify blind spots, reduce biases, and make more informed decisions. Diverse teams also approach problems from various angles, leading to more comprehensive and effective solutions.
• Increased adaptability. Diversity enables teams to adapt quickly to changing circumstances and market dynamics.
• Improved performance. Fundera research has shown that racially and ethnically diverse teams are 35% more likely to perform better and 70% more likely to capture new markets.
• Better employee engagement. Inclusive environments that value diversity create a sense of belonging, leading to higher employee satisfaction and retention.
• Higher retention. A 2020 Glassdoor study found that 76% of job seekers consider diversity to be an important factor in their decision to work somewhere.

How to Hire Diverse Distributed Teams

Just embracing remote work so you can have more geographically distributed teams doesn’t automatically mean you’ll have a diverse workforce.

If you don’t change your hiring practices, including the pre-work assessments, the interview process, and even where you post open jobs, you might still end up with the same racial groups, educational backgrounds, and like-minded people.

The power of diversity is in embracing differences and letting those voices all be heard to drive innovation.

So, make sure you assess if your company is truly open to hiring more diverse talent in every sense of the word. Here are some strategies to hire more diverse teams:

• Inclusive job postings. Use inclusive language, highlight diversity as a value, and promote your commitment to diversity and inclusion.
• Expand candidate sources. Look beyond traditional networks and tap into diverse talent pools, professional associations, and online platforms.
• Blind resume screening. Remove identifying information from resumes during the initial screening to focus on qualifications and skills.
• Conduct diversity training. Provide diversity training to hiring managers and team members to promote understanding and reduce unconscious biases.

Unlocking the Potential of Your Distributed Teams

Creating an inclusive and collaborative work environment is essential for harnessing the full potential of diverse distributed teams. If you want to maximize the performance of your distributed teams, you need to foster a culture of open communication, where employee voices are heard so knowledge can be shared across your organization.

It’s also important to set your employees up for success by considering individual differences and preferences for  how they work. Micro-managing people and stripping them of trust disengages staff and leads to higher churn—despite having the benefits of remote work on your side.

By implementing the strategies in this blog, you can create an environment that values diversity, promotes inclusivity, and harnesses the collective potential of your distributed teams.

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