Why Remote Working Makes it Difficult to Bring Your Whole Self to Work

We’re always trying to make a good impression at work right?

Remote working hasn’t changed that in a lot of ways things worse

Get your pen and paper ready because we’re going to be talking about how bringing your whole self to work has become a problem in the workplace because of the increase in remote working

In todays show we discuss several things including:

  • Impression management and how we present ourselves in the workplace
  • The negative impact of being part of a stigmatised group on a person’s social identity
  • How people from stigmatised groups manage their identity

Here’s some of what I share in the show:

‘Normal’ at work has changed forever and new stigmas are emerging

“It’s April 2020 and many people are coming to terms with the reality that they can’t meet in person for work So we make video calls. These calls are being made from your home (because that’s where you’re supposed to be)”

Bringing your whole self to work is easier when it’s in  line with mainstream norms

“Can you see how her points about me reflect her own commitment to impression management to an academic audience, I’m not behaving in the way that academics deem appropriate and it was so obvious to her she was forced to point it out”

Stigmatised groups are creating new strategies for managing their identity remotely

“I’m already seeing people adding backgrounds to their video calls as a form of impression management. I was on a call last week to the US and the person I spoke to had a background from the office in a famous TV show!”

SHOWNOTES 

 The Presentation of Self in Everyday Life

Stigma: Notes on the Management of Spoiled Identity

PhD Thesis

3 Reasons Why “Bring Your Whole Self” Is Such Bad Advice For Diversity

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Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

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  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
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  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
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  • How developing intersectional self awareness can help leaders to leverage individual employee experiences