Remote-First Teams: We All Have a New Social Responsibility

Omer Faruk Aydin

Omer Faruk Aydin

3 min read

2021-04-13T

Remote-First Teams: We All Have a New Social Responsibility

We all know the mental and physical issues in “work from home” Some employees suffer mental issues due to being stuck at home with their children because of the closing of schools.

Startups like Workplaceless, Remote Team Wellness are trying to solve this problem but we suddenly have a new problem to solve with solidarity. Covid-19 and recessions exacerbate pre-existing inequities and has a larger impact on the mental health and unemployment of vulnerable groups, such as people with disabilities and diseases. For many, the home is now their workplace, which comes with heightened risks of violence and harassment. Alarming spikes in domestic violence, particularly against women and people with disabilities, but also against men, have been recorded in many countries since the beginning of the COVID-19 outbreak. At the point of confronting all these problems, remote companies should add special regulations and take measures to their employee handbooks for their current employees with disabilities.Remote work arrangements should be accessible to persons with disabilities. They should also have appropriate adjustments at home, as they should have in their regular workplace.

However our remote work culture and spirit of solidarity will be a chance for us to turn negativity into an advantage.

Looks like our detailed remediation efforts for remote work discipline is a gift and a responsibility given to us to solve this problem. Working from home makes it easier for people with disabilities to feel more useful to society and have a much easier working life. They get rid of the difficulty of commuting to the workplace, and it becomes more possible for them to be global. Communication with colleagues can be made even more seamless with software that facilitates communication.

At this point, for these workers, we must take extra supportive measures to ensure these populations can resume their roles in society and avoid severe financial or mental health consequences. We should prioritize disabled people in recruitment and internship selection, and provide them with all the perks, education, and growth they need.

So far, the remote work environment has not sufficiently addressed these underlying inequalities and social determinants.

Delve deeper into disability inclusion in this Webinar from the International Labour Organization: Disability Inclusion in COVID-19 responses in the World of Work

Further Reading:

Remote Work 101: What Is A Remote Work?

What Are W-8 BEN and W-8 BEN-E Forms?

How to Encourage Personal Development in Remote Teams?

Time-off Policy Types & Examples from Remote Companies

Omer Faruk Aydin
Written by Omer Faruk Aydin

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