How remote work can help us build more diverse, equitable, and inclusive organizations

Remote work was never truly equal—the pandemic just magnified existing gaps. It exposed deep inequalities, such as:

• Gender disparities: Women took on disproportionate unpaid domestic labor, juggling childcare and remote work.
• Digital inequality: Many lacked access to high-speed internet, limiting their ability to work effectively.
• Socioeconomic divides: A simple Zoom background often revealed more about someone’s financial situation than intended.

Remote work has the potential to bridge these gaps by:

• Expanding access and opportunities for employees previously overlooked.
• Rebalancing salaries and benefits based on needs, not just geography.
• Improving work experiences for marginalized groups.

But we’re not there yet. True equity is more than just providing a chair and monitor—it requires deliberate action. If we don’t build a more sustainable foundation, we risk undoing the progress we’ve made.

So, the real question is: How do we prevent these gaps from widening? And how can remote work create truly diverse, inclusive companies?

In today’s episode, We Are Rosie’s Corean Canty shares her insights on the future of diversity, equity, and inclusion in a remote-first world—and what it will take to level the playing field so remote work works for everyone.

‍

“One of the mistakes we’re making about remote work is assuming that it means the same thing for everyone.”

Corean Canty, COO, We Are Rosie, Georgia, US

‍

Remote work has helped us shed the masks we wear at work.

Corean went fully remote in 2015, after years of occasional work-from-home days. That’s when she realized how much more inclusive remote work felt—and how it allowed people to show up as their true selves.

• No more "work personas": “So many people put on a work mask—you build relationships with their office persona, but at home, they’re completely different.”
• More intentional communication: Remote-first cultures encourage clearer, more meaningful interactions.
• A glimpse into real lives: Seeing co-workers’ families, pets, and home environments fosters stronger, more human connections.
• Stronger bonds, faster: “I’ve built deeper relationships with remote colleagues in months than with people I sat next to for years.”

For Corean, remote work isn’t just about flexibility—it’s about authenticity, connection, and better ways of working.
‍

“Remote work helps me feel like I belong in the room — because this is who I am in my own space.”

‍

Corean understands masks—because she’s always worn them.

As a woman of color in corporate America, she’s had to navigate expectations, stereotypes, and the pressure to “belong.”

• Masks as armor: “Sometimes you choose them, but often, they’re applied to you.”
• Fitting in vs. being yourself: Navigating workplace dynamics felt like picking a lunch table at school—always calculating where she fit.
• Constant self-monitoring: The way she dressed, spoke, and acted was shaped by an expectation to prove she belonged.

But remote work changed that.

• Working from her own space gave her the freedom to show up as her full self.
• No pressure to “find her place” in a room—relationships could form naturally, without immediate judgment.
• “I’ve realized I’m better when I’m my whole self. And if a place doesn’t accept that, they don’t deserve to have me.”

As her cat wanders into the frame, Corean sums it up: remote work isn’t just about where we work—it’s about who we get to be.

‍

“We have an opportunity to connect with and learn from a wider variety of people.”

‍

Remote work isn’t just about hiring globally—it’s about transforming the way we work and think.

Corean believes remote work is a huge opportunity for organizations to break away from traditional ways of thinking and embrace diverse perspectives.

• “When we all work in the same place, we tend to think the same way. Remote work connects us to a wider variety of people, with different backgrounds, cultures, and ideas.”
• To truly unlock this potential, we need to anchor remote work in inclusivity—not just for hiring but for how we operate day-to-day.

At We Are Rosie, she helps connect underrepresented marketers with opportunities, ensuring diversity and inclusion go beyond just recruiting practices.

• One overlooked barrier? Location bias.
  • Many top companies are based in major cities—places that not everyone can, or wants to, move to.
  • Remote work eliminates this barrier, giving companies access to a broader talent pool while allowing employees to work from places where they feel comfortable and valued.

But hiring diverse talent isn’t enough—we need to rethink how we work:

• Do all employees have equal visibility and opportunities to contribute?
• Are we respecting different work styles and rhythms?
• Are we supporting employees with the right tools and workspaces—beyond just assuming home offices work for everyone?

The biggest mistake? Assuming remote work looks the same for everyone.

• “It’s not just about where people work, but how.”
• If companies don’t create flexible, inclusive environments that empower people to do their best work, remote work will fail to deliver on its true promise.