Jul 23, 2025
Author: Ron Daniel
DEI Activities For Remote Teams: 12 Ideas
Explore 12 engaging DEI activities designed for remote teams to foster connection, inclusivity, and diversity in a virtual workspace.
"Remote work is great", a friend told me recently, "but sometimes I feel like I’m just a name in a Zoom box." Sound familiar? It’s one of the biggest challenges we’ve all faced as remote teams grow - how do you make everyone feel connected, heard, and valued when your "office" is scattered across time zones? And here’s the thing: it’s not just about keeping morale up. The numbers are clear - companies with diverse teams are 33% more likely to be profitable, and diverse groups make better decisions 66% of the time. The stakes couldn’t be higher.
At Pebb, we’ve been in the trenches figuring this out. We’ve tried, tweaked, and sometimes totally overhauled ways to build a remote work culture that supports diversity, equity, and inclusion while keeping things engaging. From activities like "Diversity Bingo" to hosting virtual guest speakers, we’ve seen what works (and what doesn’t). The result? A set of 12 activities that have not only brought our team closer but also helped us create a workplace where everyone feels like they belong.
In this article, I’m breaking down these activities, sharing real examples, and giving you practical ideas you can use with your own team. Whether it’s pairing up teammates for meaningful conversations or hosting a virtual book club, there’s something here for every remote team looking to build stronger connections. Let’s dive in.
1. Diversity Bingo
Let me tell you about a game we’ve been running at Pebb that’s been a total hit: Diversity Bingo. Imagine speed networking, but with a twist - it’s all about sharing personal stories and celebrating the unique backgrounds of our team members. It’s a fun, structured way to replace awkward small talk with conversations that actually matter. Here’s how we’ve made it work.
We start by creating digital bingo cards filled with prompts that highlight different aspects of diversity. The idea is for team members to connect with colleagues who match those descriptions during one-on-one or small group chats. It’s not just about filling in squares - it’s about uncovering stories that often go untold.
The prompts are a mix of lighthearted and meaningful. Think things like:
"Speaks multiple languages"
"Celebrates a non-Christian holiday"
"Child of immigrants"
"Has lived abroad"
"Uses they/them pronouns"
We also include action-based squares, like "Learned about a colleague’s culture" or "Participated in a DEI workshop". What's great about this game is that it encourages people to share their experiences voluntarily, rather than making assumptions about one another. That’s where the magic happens - real, authentic conversations.
To make it happen at Pebb, we share the bingo cards in our news feed and use group chats to coordinate. Our breakout room feature is perfect for creating smaller groups where people can connect more deeply. One important rule we’ve added is to limit how many squares any one person can sign off for someone else. This way, everyone gets to meet a wider range of colleagues.
Timing is key here. We usually set aside about 30 minutes, which gives everyone enough time to have meaningful conversations without feeling rushed. And, of course, we throw in small prizes for those who complete a row - or even the entire card - to keep things fun and engaging.
The best part? It’s those moments when someone says, “I had no idea you grew up speaking three languages!” or “Wow, tell me more about that tradition.” Those little revelations are what build real connections and lay the groundwork for a truly inclusive remote team.
2. Pair and Share Sessions
Let me tell you about one of my favorite ways to spark real connections at work: Pair and Share sessions. These are like a breath of fresh air - quiet, personal, and incredibly impactful. The idea is simple yet powerful: create a space where teammates can share their personal stories and experiences, uncovering both common ground and unique differences.
Here’s how it works. We ask pairs to spend some time discovering 1 to 4 things they share in common and 1 to 4 ways they differ - whether it’s family traditions, career journeys, or life experiences. And let me tell you, the conversations that come out of this are nothing short of amazing. I’ve seen colleagues who barely interacted during regular meetings bond over childhood memories, cultural heritage, or even unexpected professional hurdles. These moments of genuine connection build trust and reinforce our commitment to diversity and inclusion.
We usually run these sessions in two ways:
Live video breakout rooms: We pair up team members for 15–20 minutes of uninterrupted conversation. It’s not about small talk - it’s about diving into the good stuff. When everyone returns to the main room, the vibe is completely different - there’s laughter, energy, and a sense of connection that wasn’t there before.
Asynchronous pairings: For those who can’t meet live, we use tools like Donut in Slack to randomly match employees. They can then chat through Pebb’s messaging app or schedule a quick video call. This flexibility ensures everyone gets a chance to participate, no matter their schedule.
One story that sticks with me is from last month. A developer on our team had a Pair and Share session with someone from customer success. During their chat, she learned about challenges she’d never even considered before. That insight directly influenced how she approached a feature update - it was a game-changer for her work.
What makes these sessions so rewarding is their simplicity. Just two people, a few minutes, and a focused conversation. Yet, they lay the groundwork for deeper DEI activities by building trust and understanding. It’s proof that sometimes, the smallest actions can have the biggest impact.
3. Virtual DEI Book Club
Let me tell you about a simple idea that can make a big difference in building connections within remote teams: a DEI Book Club. When we read together, it’s not just about flipping through pages - it’s about opening doors to new perspectives and creating a space where empathy can thrive. Books have this incredible way of bridging gaps between experiences, and that’s exactly what makes a DEI Book Club so powerful.
Take, for example, Online Optimism’s approach. They kicked off their DEI Book Club with So You Want to Talk About Race. According to Meara McNitt, their Senior Social Media Director:
"It's a place that we all agree to open our minds and hear others' experiences with the added value of a centered topic that we're all exploring together."
To make a DEI Book Club work, you need to start with clear goals. Are you aiming to boost cultural awareness? Maybe you want to tackle workplace biases head-on? Whatever the mission, it helps to set a reading schedule, decide how books will be chosen, and establish some ground rules for discussions. And here’s a tip: mix it up! Rotate genres and actively seek out authors whose voices might not already be part of the conversation. This keeps things fresh and ensures everyone feels represented.
Online Optimism also nailed it by combining study guides from publishers with their own custom discussion prompts. This blend keeps the conversations lively and relevant. As Eliza Fillo, their Digital Ads Coordinator, put it:
"I love book club because it provides an opportunity to read books that wouldn't be on my typical reading list...During these discussions, you always discover new perspectives or additional contexts through which to view the story/experiences of those in it."
At Pebb, we’ve found that using our platform can make running a book club even easier. Dedicated groups, news feed updates, and video call scheduling keep everything organized. Plus, the employee directory is a great way to connect members who want to chat about chapters between meetings. It’s like having a virtual library clubroom at your fingertips.
To make the club accessible for everyone, think about offering book purchase support, adding trigger warnings when needed, and varying discussion formats. Some team members might love live video calls, while others may feel more comfortable contributing through written chats. The key is flexibility.
Finally, don’t forget to measure how it’s going. Participation metrics can tell you a lot about what’s working and what’s not. Maybe shorter books or more frequent meetings would work better for your team. The important thing is to stay open to changes so the club remains a welcoming space for all.
4. Cultural Food Show-and-Tell
Let me tell you, food has a way of breaking down walls like nothing else. At Pebb, we started hosting Cultural Food Show-and-Tell sessions, and the results have been nothing short of amazing. Even over a virtual call, sharing a meal - or the story behind it - brings people together in ways that go far beyond the usual watercooler chat. It’s become one of my favorite ways to build inclusion and celebrate the diverse backgrounds of our team.
Here’s how it works: each team member brings a dish that holds personal or cultural significance. It could be a treasured family recipe, something tied to a meaningful tradition, or even a dish they discovered while traveling. But the real magic? That happens when people start sharing the stories behind the food.
Take Sarah from marketing, for instance. She introduced us to her grandmother’s Korean kimchi jjigae during one of these sessions. As she described how her grandmother would prepare it every Sunday using fresh vegetables from her garden, you could feel the warmth and nostalgia in her voice. By the end, half the team was asking for the recipe and sharing their own food memories. Moments like that are what make these sessions so powerful.
And here’s the thing - there’s no pressure to have a deep cultural connection to the dish. If someone doesn’t have a family recipe, they can pick something meaningful from their travels or even just a dish they love. The goal isn’t to impress; it’s to share a piece of yourself and learn from others.
We like to keep things interactive by challenging participants to share one surprising fact about their dish along with their story. It’s amazing how these little details spark conversations that linger long after the session ends. For example, did you know the spices in some dishes were once used as currency? Stories like that are gold.
Keeping It Simple and Inclusive
Logistics are pretty straightforward. We schedule these sessions during lunch, usually for 45 minutes to an hour, and sometimes offer a small stipend to cover meal costs. We’ve also learned to be mindful of dietary needs - asking about allergies, restrictions, and preferences ahead of time so everyone feels included. Themed sessions, like plant-based dishes or comfort foods, are another great way to keep things fun and accessible.
To keep the session flowing, we establish a sharing order in advance - alphabetically or by volunteers - and limit each person’s time to about 5–7 minutes. That way, everyone gets their moment without the session dragging on.
The Tech That Brings Us Together
Pebb’s platform makes organizing these events a breeze. We set up dedicated groups for each session where people can share recipes, post photos, and even swap cooking tips afterward. During the event, integrated video calls bring everyone face-to-face, and the employee directory helps colleagues connect later to plan collaborations - or just bond over their favorite dishes.
The Follow-Up That Counts
After each session, we send out a thank-you note with highlights from the event. My favorite part? Compiling a shared recipe collection in our knowledge library. It’s not just a fun keepsake - it’s a way to keep the connections alive and encourage people to try recreating the dishes they learned about.
As diversity expert Andres Tapia says:
"Diversity is a mixture. Inclusion is making the mix work."
And these sessions? They’re a perfect example of making that mix work - one delicious dish at a time.
5. Employee Resource Groups (ERGs)
When we first started looking into Employee Resource Groups (ERGs) at Pebb, I’ll admit, we weren’t sure how well they’d work in a remote setting. I mean, how do you build that sense of community when your team is spread across time zones? But let me tell you, after seeing the impact these groups have had - not just on our team but across so many organizations - I’m completely sold. ERGs are one of the best ways to create a truly inclusive workplace, even when everyone’s working from home.
ERGs are employee-led groups that bring people together based on shared identities, experiences, or interests. Think of them as safe spaces where team members can connect, support each other, and push for meaningful change. It’s not just us who believe in their power - 90% of Fortune 500 companies have ERGs.
What makes ERGs such a game-changer for remote work is how they tackle the isolation that so many of us feel. Marcelo Vasquez, Senior Director of Diversity Best Practices at Seramount, puts it perfectly:
"The last two years were a time of change for all of us... ERG leaders are asking themselves: 'How do we keep our members engaged? What can we do to maintain the warm networking we experienced when we were on-site?' and so on. But I've seen ERGs transform something negative into something positive. They are finding ways to break geographical barriers and are creating spaces to support mental health for many communities. They are creating a stronger sense of unity among ERGs through collaboration, increasing their will to make a stronger impact."
So, how do you start and sustain ERGs in a remote world? Let’s break it down.
Getting Started: Turning Interest Into Action
The first step in launching an ERG is figuring out if there’s genuine interest. We’ve used surveys and company-wide meetings to gauge enthusiasm, and it’s been a great way to confirm that employees are on board. Once you know there’s interest, the next step is getting leadership to back the idea. Trust me, having executive buy-in makes all the difference.
Take Culture Amp as an example. They’ve launched groups like Camp Carebears (for employees with caregiving responsibilities), Camp Culture (focused on celebrating diverse experiences), and Women of Culture Amp (WoCA). What’s brilliant is that each group started with a clear mission that was shared publicly. That way, employees knew exactly what they were signing up for.
Making Virtual ERGs Thrive
Here’s where remote work actually gives ERGs an edge. Instead of being limited to face-to-face interactions, virtual ERGs can connect people across offices, time zones, and even countries. It’s all about creating dedicated online spaces and hosting fewer but more meaningful events. Co-hosting events with other ERGs can also help expand reach and foster collaboration between different groups.
This is where Pebb has been a game-changer for us. Our platform makes it super easy to set up spaces for each ERG, complete with private discussion boards, event planning tools, and even resource libraries. Members can connect through our directory, chat in groups, and organize meetings seamlessly. And with built-in video calling, those meetings still feel personal, even when they’re virtual.
Keeping the Energy Alive
Sustaining momentum is probably the hardest part. Regular communication - whether through meetings, newsletters, or quick check-ins - helps keep everyone connected. We’ve also found that rotating meeting times works wonders for including team members in different time zones. Plus, giving ERGs a spotlight during larger company meetings ensures they stay visible and valued.
But here’s the thing: ERG activities need to have purpose. The most successful groups we’ve seen regularly revisit their mission, set clear goals, and decide on specific causes to support. It’s not just about socializing; it’s about driving real change. Whether it’s tackling unfair practices or addressing microaggressions, ERGs can be powerful agents of progress.
Why ERGs Are Good for Business
What I love most about ERGs is that they’re a win-win. Employees get the connection, support, and advocacy they need, while companies benefit from higher engagement, better retention, and fresh perspectives. Did you know over half of organizations have three to six ERGs? That’s no coincidence.
ERGs also serve as a direct feedback channel. They give employees a platform to raise issues that might otherwise go unnoticed - like biased processes or workplace challenges. For remote companies, where traditional feedback loops can sometimes fall short, this is huge.
And the best part? ERGs aren’t tied to geography. A working parent in Seattle can connect with someone in Miami, or LGBTQ+ employees across the country can find community and support. The possibilities are endless.
Starting an ERG doesn’t have to be complicated. All you need are passionate employees, the right tools, and a little support. From there, these groups can become the backbone of your company’s inclusive culture.
6. Shared Life Experience Sessions
At Pebb, we've always believed in the power of connection, and our Shared Life Experience Sessions take that belief to the next level. These sessions are a cornerstone of our DEI efforts, where team members come together to share their personal stories - whether it's a triumph, a challenge, or a life lesson. And let me tell you, the impact is nothing short of transformative.
What makes these sessions so special is how they uncover the common threads that tie us together, even when our backgrounds couldn’t be more different. For instance, when someone opens up about battling imposter syndrome or the struggles of juggling caregiving responsibilities with work, there’s this collective moment of realization: “I’m not alone.” It’s a powerful reminder that our shared humanity runs deeper than we often realize. Lauren Romansky, Gartner Managing Vice President, nailed it when she said:
"When employees are truly included, they perceive that the organization cares for them as individuals, their authentic selves."
And science backs this up. Studies show that shared struggles build resilience and create a sense of emotional grounding. When we share even the hard stuff, we strengthen the bonds that make us not just coworkers, but a team.
Setting the Stage for Openness
Here’s the thing: people won’t open up unless they feel psychologically safe. And I’m not talking about the kind of safety that’s just lip service. True psychological safety means knowing you won’t be judged, punished, or ridiculed for speaking your truth.
Before we launched these sessions, we made it a priority to discuss psychological safety openly. We set clear ground rules - respect, no judgment, and confidentiality - to create a space where people felt comfortable taking those interpersonal risks. It’s this kind of groundwork that allows for the kind of honest sharing that sparks real innovation and connection.
We also make sure to rotate meeting times to accommodate different time zones. It’s a simple step, but it ensures everyone has an equal opportunity to participate, no matter where they are. Starting each session with clear objectives and benefits helps keep things focused and sets the tone for meaningful conversations.
Making Remote Work... Work
One of the surprising perks of remote work is how it can actually make these sessions easier. Being in a familiar environment - your home office, your couch - can help people feel more at ease when sharing personal stories.
We use Pebb’s video call features to host these sessions, and the platform’s private discussion boards have been a game-changer. After a session, people can share follow-up thoughts or resources in these dedicated spaces. Christina Matthews, one of our users from the construction industry, summed it up perfectly:
"It combines everything - chat, tasks, news feed, knowledge, library - into one place and it's incredibly affordable"
Structuring for Success
To keep things intimate and impactful, we limit each session to 6–8 participants and aim for a 60–90 minute timeframe. Each person gets about 10–15 minutes to share, followed by a group discussion. This balance ensures everyone has a chance to speak and be heard.
The topics? They’re as diverse as our team. Sometimes we focus on professional milestones - career pivots, workplace challenges, or lessons learned along the way. Other times, it’s about the personal experiences that shape who we are - family traditions, pivotal life moments, or cultural stories. The key is to stay mindful of language and behaviors that could unintentionally reinforce stereotypes or biases. We regularly reflect on our practices to ensure everyone feels respected and included.
This structure creates a safe space for candid storytelling, and the connections that form as a result are nothing short of amazing.
The Ripple Effect
Here’s what I’ve noticed: these sessions don’t just create connections in the moment - they have a lasting impact. They foster ongoing support, encourage constructive feedback, and make collaboration more empathetic. When you know someone’s story, you understand where they’re coming from, and that makes giving and receiving feedback so much easier.
The best part? Participation is always voluntary. Some people share deeply personal stories, while others stick to professional experiences. Both are equally valuable. The goal isn’t to force vulnerability; it’s to create opportunities for genuine connection.
And trust me, once you see the bonds that form through these sessions, you’ll wonder why you didn’t start doing this sooner.
7. Virtual Guest Speakers or Panels
Virtual guest speakers and panels have been a game-changer for us at Pebb. These sessions bring fresh perspectives to diversity, equity, and inclusion (DEI) conversations, especially for remote teams. The beauty of going virtual? We can connect with incredible talent from across the globe, enriching our discussions in ways we couldn’t have imagined before.
These sessions do more than just educate - they challenge assumptions and spark meaningful conversations. As Ck Harrington from Executive Speakers Bureau explains:
"Guest speakers can provide a new unbiased perspective on company department competencies, processes and responsibilities and then engage employees on the same topics."
What really resonates with our team are the stories. Hearing someone share their journey of overcoming workplace bias or breaking through barriers makes these conversations personal and impactful. It’s one thing to talk about DEI in theory, but it’s another to hear real-world examples that stick with you.
Finding the Right Voices
The success of these sessions hinges on finding the right speakers. We look for individuals with diverse identities and authentic experiences who can connect with our team. Credentials matter - whether it’s an advanced degree in diversity studies, experience leading Employee Resource Groups, or certifications like Certified Diversity Professional - but they’re just the starting point.
Equally important is their delivery. The best speakers combine engaging storytelling with thoughtful messaging, tailoring their content to our industry and team dynamics. We also prioritize interactive elements, like live Q&A or breakout discussions, because let’s face it - no one wants to sit through a one-sided lecture.
One thing we’re committed to is compensating our speakers fairly, especially those from underrepresented groups. Too often, organizations expect people to share their stories for free, which can feel exploitative. Paying speakers not only shows respect but also reinforces how much we value their expertise.
Making It Work Virtually
Virtual platforms have opened up opportunities we never had before. With Pebb’s video call features, we can connect with speakers across time zones and adapt to their schedules. The platform also makes it easy to integrate interactive elements like Q&A sessions, breakout rooms, and follow-up discussions on our internal boards.
For larger panels, other platforms might work, but Pebb’s integrated tools streamline the experience, saving us from juggling multiple apps. It’s seamless and keeps the focus on the conversation.
Structuring for Maximum Impact
Once we’ve nailed down the right speaker, structuring the session becomes crucial. When we reach out, we’re upfront about our goals and what we hope our team will learn. We share details about our company, audience size, and why we’re focusing on a particular DEI topic. This transparency helps speakers craft content that hits the mark.
Typically, our sessions run 45-60 minutes, with 30-40 minutes for the presentation and 15-20 minutes for Q&A. The Q&A is where the magic happens - it transforms abstract concepts like unconscious bias into practical takeaways our team can apply immediately.
We’ve also had great success hosting panels with multiple speakers offering different perspectives on the same issue. For instance, we recently organized a panel on workplace accessibility featuring a disability rights advocate, an HR leader from a tech company, and an employee navigating daily accessibility challenges. The mix of viewpoints sparked a rich discussion that our team is still referencing months later.
Creating Lasting Impact
These sessions aren’t just about checking a box - they’re about driving real change. To keep the momentum going, we follow up with discussion forums, share additional resources, and encourage teams to implement action items provided by the speakers. Many of our speakers also offer reading lists, toolkits, or next steps, which help extend the learning well beyond the session.
Feedback is another key piece of the puzzle. We gather insights from both our team and the speakers to refine our approach and ensure these sessions remain impactful. The goal is to create experiences that expand our understanding and lead to more inclusive practices - not just to feel good about hosting a DEI event.
Take Salesforce, for example. They’ve set public diversity goals, regularly report on their progress, and even created a Chief Equality Officer role to drive accountability. Their initiatives show how external expertise can feed into internal action, creating meaningful and lasting change.
When done right, virtual guest speakers don’t just educate - they inspire. They plant the seeds for ongoing conversations and actionable steps that help remote teams grow into more inclusive, understanding workplaces. And that’s where the real magic happens.
8. Art and Culture Showcases
You know that moment when you realize your colleague, the one who’s always crunching numbers or managing deadlines, has this incredible hidden talent? Maybe they’re a poet, a painter, or even a magician. That’s exactly what happens during our art and culture showcases. These events have become one of my favorite ways to see my teammates as more than just their job titles - they’re real, multifaceted people with stories and passions that go beyond work.
These virtual gatherings create a space for everyone to share something personal, whether it’s a poem they wrote, a traditional dance, or even a family heirloom with a rich backstory. When someone opens up and shares a piece of their world, it sparks a connection that feels deeper and more genuine than any team meeting ever could.
And it’s not just about warm fuzzy feelings - there’s real value here. Studies show that diverse teams are 70% more likely to break into new markets compared to teams that lack variety. But beyond the business stats, these showcases build a workplace where people feel comfortable being their true selves.
Making It Personal and Easy to Join
The magic really happens when everyone feels like they can participate in a way that suits them. Some teammates love the spotlight - they’ll sing, perform a traditional dance, or even demonstrate a skill like calligraphy. Others prefer to share the story behind something meaningful, like a family recipe or a piece of art.
One idea that’s worked wonders for us is hosting monthly cultural appreciation spotlights. Each month, a teammate takes the lead to share something from their background - holidays, traditions, or even a historical event. It’s a simple way to make sure everyone’s voice gets heard and celebrated.
Formats That Bring People Together
Virtual talent shows? They’ve been a hit. It’s amazing to see the confidence that grows when someone shares their talent, whether it’s a magic trick, stand-up comedy, or a heartfelt song. And because it’s virtual, people can perform from the comfort of their own space.
We’ve also had a lot of fun with cultural storytelling circles. These are times when teammates share myths, legends, or personal stories from their heritage. It’s fascinating to hear how different cultures tackle universal themes like family or resilience - it always sparks the best conversations.
Another favorite? Cross-cultural movie nights. Each participant picks a film from their background, explains why it’s meaningful, and then we watch it together as a team. Afterward, we dive into a discussion about the storytelling styles and themes. It’s like a book club, but with movies - and it’s been a fantastic way to bond.
Making It All Work with Technology
Here’s where Pebb’s platform really shines. Virtual backgrounds that reflect diverse cultural settings help set the mood. Interactive Q&A sessions keep the conversations flowing and give everyone a chance to dive deeper.
For larger showcases, we’ve found it helpful to start with a main presenter and then break into smaller groups for more personal discussions. The platform’s tools make this seamless - no juggling apps or dealing with tech headaches. It’s all about staying focused on the connections and the stories.
Creating Together as a Team
One of the most memorable things we’ve done is collaborative art projects. With themes like "A Rainbow of Cultures" or "How We Got Here", everyone contributes something - a drawing, a quote, or even a simple sketch. All these pieces come together in a digital collage that celebrates our team’s diversity. The best part? There’s no pressure. Everyone can contribute at their own comfort level.
Real Results, Real Connections
And it’s not just us. Companies like Rapid7 have seen how powerful this can be. They rotate artwork from 18 different artists in their offices, showcasing a variety of ages, ethnicities, and backgrounds. While that’s a physical example, the same principle applies online - when people see their cultures and stories celebrated, they feel like they truly belong.
These showcases have a way of revealing the depth and richness within every team. Whether it’s the quiet person in accounting sharing a hidden talent or a project manager opening up about a family tradition, these moments remind us why diversity and inclusion matter. It’s not just about policies or programs - it’s about seeing and valuing each other as whole people. And honestly, that’s what makes our workplace feel like a community.
9. Language and Communication Workshops
Words hold incredible power, especially in remote teams where clear and thoughtful communication can make or break collaboration across screens and time zones. That’s why we’ve made language and communication workshops a cornerstone of our DEI efforts. These sessions go beyond just teaching what not to say - they’re about showing how intentional, inclusive language can create a sense of belonging in every interaction.
And the impact? It’s undeniable. Companies with inclusive workplaces report 50% lower turnover rates, and 76% of job seekers say a company’s diversity and inclusion policies influence their decision to apply. But beyond the stats, these workshops have a transformative effect on team dynamics. When people feel truly heard and respected, everything - collaboration, morale, and even productivity - gets a boost.
Building the Foundation: It’s About More Than Words
Here’s the thing: effective communication isn’t just about avoiding mistakes or following a checklist. As Business Queensland puts it:
"Effective communication is the exchange of information, intention and emotion. It involves clearly transmitting a message and receiving acknowledgment that the message has been received and understood by your intended audience".
This is even more critical in remote work, where non-verbal cues often get lost. That’s why our workshops start with emotional intelligence. Before anyone can communicate inclusively, they need to understand their own communication habits and biases. Recognizing how our backgrounds and assumptions shape the way we express ourselves is the first step toward meaningful, inclusive connection.
Real-World Practice: Learning Through Action
One of the most effective parts of these workshops is the use of role-playing scenarios. We recreate real workplace situations - like giving feedback, addressing missed deadlines, or brainstorming ideas - and guide participants through using inclusive language. They learn to avoid assumptions, steer clear of stereotypes, and respect different communication styles.
Take Novonesis, for example. After rolling out similar communication training, they saw a noticeable improvement in how their teams worked together. Employees became more aware of their word choices, ensuring their interactions were inclusive and considerate. This shift didn’t just improve communication - it strengthened collaboration and created a more supportive environment.
Tools That Stick
These workshops don’t stop at theory. Teams leave with inclusive language glossaries and style guides that they can reference long after the sessions wrap up. These guides evolve with team needs, helping everyone stay aligned as communication trends shift.
We also focus on practical tips, like using gender-neutral language in emails or announcements. It’s all about making sure every message feels welcoming and respectful, no matter the platform.
Safe Spaces for Honest Growth
One of the most important aspects of these workshops is creating an environment where people feel safe to ask questions, share concerns, and even make mistakes. As Lisa Johnson from OperationsInc explains:
"Inclusive language training in particular can help create an environment of belonging through respect, understanding and acceptance for everyone".
We encourage teams to co-create their communication protocols, ensuring the guidelines reflect everyone’s input. This collaborative approach turns the training into a shared commitment, not just a top-down directive.
Tech That Brings It All Together
Pebb’s platform plays a big role in making these lessons stick. Our integrated communication tools make it easier to apply what’s learned - whether it’s using inclusive language in group chats, maintaining a respectful tone in video calls, or creating welcoming spaces in private clubs. Features like subtitles and transcription also help bridge language gaps, ensuring no one feels left out.
Success Measured in Connection
The real success of these workshops isn’t just in the feedback forms - it’s in how teams interact afterward. When communication becomes more thoughtful and inclusive, project collaborations improve, conflicts are addressed with empathy, and everyday conversations feel richer.
As WorkplaceDiversity.com puts it:
"Inclusive communication creates a culture where employees feel valued and heard, fostering trust and mutual respect".
These workshops don’t just change how we speak - they reshape how we connect and collaborate. By mastering inclusive language, we’re strengthening the remote work culture we’ve worked so hard to build, ensuring that every interaction reinforces the sense of belonging at the heart of our DEI mission.
10. Accessibility Audits and Feedback
When it comes to creating a truly inclusive workplace, it’s not just about meeting standards - it’s about ensuring everyone can fully participate. That’s why we take accessibility seriously at Pebb.io, starting with regular audits and making it a team effort. By inviting feedback from everyone, we’re able to go beyond compliance and make real, meaningful changes. Josh Christianson, Co-Director at PEAT, sums it up perfectly:
"Equitable access to technology can become the new normal. The virtual workplace should be a place where everyone can fully access all software applications from their desktop and mobile devices to complete their work activities".
Let me walk you through how we’ve built a process that prioritizes accessibility at every step.
Crafting Our Accessibility Review Process
We kick off our audits by aligning with WCAG 2.1 Level AA standards - widely regarded as the gold standard for accessibility. Automated tools are a helpful starting point, catching about half of the common issues. But here’s the thing: the real breakthroughs happen when we involve actual users.
Our team evaluates everything from virtual meeting platforms to messaging tools. We test video calls for keyboard navigation, ensure presentations include alt text, and check if chat platforms are compatible with screen readers. It’s a hands-on approach that leaves no stone unturned.
Gathering Feedback That Drives Change
To get feedback that truly matters, we ask team members to use assistive technologies and share their experiences. Volunteers test platforms with just a keyboard, assess screen reader compatibility, or verify color contrast ratios.
We also make sure the feedback process itself is accessible. Surveys are screen reader-friendly, live captions are available during discussions, and we offer multiple ways to share input - whether through written responses, video calls, or one-on-one chats. This user-driven feedback is the backbone of our accessibility efforts, helping us identify where to focus and how to improve.
Teaching Everyone to Spot Accessibility Issues
At Pebb.io, accessibility isn’t just the responsibility of a few - it’s something we all take part in. That’s why we provide basic digital accessibility training to every team member. From learning about semantic HTML to understanding the importance of alt text and proper heading structures, this training equips everyone to spot issues and advocate for better practices in their daily work.
Tools That Make Participation Easy
Our platform, Pebb, is built with accessibility at its core. Features like robust keyboard navigation, screen reader compatibility, automatic transcriptions, and adjustable text sizes make it easier for everyone to stay engaged. We also regularly test our tools with assistive technologies like JAWS screen reader software to ensure they meet the mark.
Turning Feedback Into Action
Here’s where it all comes together: follow-up. After each audit, we generate detailed reports outlining specific issues and actionable solutions. Regular monitoring and ongoing education keep our accessibility standards high. And when team members see their feedback lead to real changes - like improved keyboard shortcuts, better color contrast, or smoother navigation - it creates a cycle of trust and engagement. Accessibility becomes part of who we are, not just a box we check off.
11. Holiday and Heritage Month Celebrations
At Pebb, we've found that celebrating diverse holidays and heritage months isn’t just a nice-to-have - it’s a powerful way to build genuine connections and strengthen our remote culture. This approach naturally ties into our broader DEI initiatives, but it’s more than that. It’s about creating moments that feel personal and meaningful to everyone on the team.
Here’s the thing: it’s easy to fall into the trap of doing the usual December holiday party and calling it a day. But companies like Salesforce have shown us how much more we can do. They celebrate holidays from all over the world - Lunar New Year, Diwali, Hanukkah, and more - through educational events, cultural performances, and even themed meals. Google takes it a step further with their "Global Holiday Calendar", which highlights holidays observed by employees worldwide. They don’t just stop at acknowledgment - they tailor celebrations to meet employees' needs, like offering prayer rooms during Ramadan or kosher meals for Passover.
Building a Calendar That Matters
Every year, we put together a holiday calendar that goes way beyond the standard federal holidays. We include observances like Black History Month in February, Pride Month in June, Hispanic Heritage Month (September 15 to October 15), and religious celebrations such as Eid al-Fitr, Diwali, and Rosh Hashanah. But the secret sauce? We ask our team what matters to them. A quick survey helps us zero in on the celebrations that resonate most.
And here’s where Pebb’s tools shine: our platform makes it seamless to plan, share, and coordinate these events across a remote workforce.
Adding a Personal Touch
Calendars are great, but the real magic happens when celebrations feel personal. One of the best ways to make this happen is by empowering team members to take the lead. Accenture has nailed this with their multicultural events, celebrating everything from Kwanzaa and Hanukkah to Pride Month and Native American Heritage Month. They encourage employees to share their personal holiday experiences, which makes every event feel authentic and engaging.
We’ve taken a similar approach. For instance, during Lunar New Year, one of our colleagues shared her grandmother’s dumpling recipe along with the story behind the tradition. During Diwali, another teammate hosted a video call to show us how to make traditional sweets. These weren’t just fun moments - they were windows into their family histories that helped us all connect on a deeper level.
Another crowd favorite? Collaborative playlists. We create shared music collections for different celebrations, where everyone can add songs that reflect their heritage or hold special meaning. These playlists spark conversations in group chats, where team members share new artists, stories, and cultural insights.
Turning Celebrations Into Learning Experiences
Personal stories are powerful, but we’ve also found that educational events can take these celebrations to the next level. Virtual experiences have been a game-changer for us. For Black History Month, we’ve hosted online museum tours. Hispanic Heritage Month has featured virtual cooking classes. And during Asian American and Pacific Islander Heritage Month, we’ve enjoyed live-streamed musical performances. These events go beyond just recognition - they offer a deeper understanding of the cultures we’re celebrating.
One of my favorite initiatives has been our employee-led presentations. These are intimate sessions where team members share the history, traditions, and modern-day significance of the holidays they observe. Hosted via our platform’s voice and video calls, these presentations are interactive, welcoming questions and sparking meaningful cultural exchanges.
Making Sure Everyone Feels Included
Of course, not everyone celebrates every holiday - and that’s perfectly okay. We’ve made it a point to offer alternative team-building activities and flexible floating holidays so that everyone can celebrate what’s important to them.
Our people directory feature has been another unexpected win. It helps team members connect with colleagues who share similar backgrounds or interests, fostering cross-cultural friendships and even mentorships that last well beyond the holidays.
The impact of these celebrations is undeniable. Team members consistently tell us they feel more connected to their colleagues, more valued for their unique backgrounds, and more engaged with our company culture. These moments of celebration aren’t just events - they’re part of the fabric that keeps our remote team feeling like a community all year long. And that, to me, is what makes it all worth it.
12. DEI Vision Boards
Let me tell you, there’s something magical about turning abstract ideas into something you can actually see. That’s exactly what happens when we ask our team at Pebb to create DEI vision boards - digital collages that showcase their personal and professional goals for diversity, equity, and inclusion. It might sound like a simple exercise, but trust me, it sparks some of the most meaningful conversations we’ve had as a team. This activity has become a cornerstone for shaping actionable DEI strategies.
What we’ve found is that these boards are more than just visually appealing. They give everyone a chance to reflect on what DEI truly means to them, share those insights, and contribute to a vision that feels genuine - because it’s built by the people who make Pebb what it is.
Getting Started with Digital Vision Boards
The beauty of digital vision boards is that anyone can participate, no matter where they are or how artistic they feel. Platforms like Canva and Google Slides are great for collaboration, while others lean on Pinterest for its treasure trove of images. The trick is to pick a tool that’s easy to use and makes sharing simple.
But before anyone starts piecing together images, we encourage a moment of reflection. What does an inclusive workplace look like to you? How do you see equity showing up in day-to-day interactions? What diversity goals get you excited? As Michael Görög from Collaboard puts it:
"A vision board helps you to visualise your goals and dreams and pursue them in an inspiring way... a vision board offers a structured way to manifest your visions."
This step sets the tone, helping everyone dig a little deeper into their aspirations before they dive into creating.
Building Boards That Tell Stories
Here’s the thing - vision boards aren’t just about slapping together some nice-looking stock photos. They should tell a story. We encourage our team to use images, quotes, and symbols that reflect their unique DEI goals. This process often leads to moments of self-discovery. As Madison Holmes from HOPE2Women explains:
"Creating a vision board isn't just about dreaming - it's about using your creativity to turn those dreams into actionable goals. By visualizing your aspirations and adding structure with goal-setting, you're more likely to stay motivated and focused."
It’s amazing to see how personal these boards become. They’re not just collages - they’re snapshots of what each person values and hopes to achieve.
Sharing and Discussing the Vision
Once the boards are ready, the real magic happens. We host informal sharing sessions using Pebb’s voice and video call features, where team members walk us through their boards. They explain the meaning behind their choices and the goals they represent. Watching these individual visions come together into shared themes is incredibly inspiring. It’s in these moments that we start identifying the DEI priorities that matter most to our team.
Turning Vision into Action
This is where things get exciting. After the presentations, we dive into discussions about the recurring ideas and themes. For example, if multiple boards highlight inclusive hiring practices, we might start rethinking our recruitment process. If accessible workspaces come up, it could prompt us to review our digital tools and workflows.
We take it a step further by creating a collective vision board that combines elements from everyone’s submissions. This becomes our “north star,” a visual reminder of what we’re all striving for. Using Pebb’s news feed feature, we keep this shared board front and center, updating it as we hit milestones or refine our goals.
Keeping the Vision Alive
One thing we’ve learned is that vision boards aren’t just a one-and-done activity. We encourage everyone to revisit and update their boards as their goals evolve. Some keep them as daily reminders, while others use them to check in with accountability partners.
These boards create a shared language for our ongoing DEI journey, offering a roadmap for building a workplace where everyone feels they belong. In a remote work setting, they’ve become a powerful way to keep our values visible and our team motivated toward our DEI goals. It’s a process that continues to grow with us, and honestly, I can’t imagine doing it any other way.
Conclusion
Creating an inclusive remote workforce isn’t just about doing the right thing - it’s a smart move for any business. The numbers tell the story: companies with above-average diversity generate 19% higher revenues from innovation, and those leading in ethnic and cultural diversity see 36% higher profitability compared to their peers. At Pebb, we’ve seen firsthand how prioritizing inclusion through these 12 DEI activities sparks a ripple effect that improves collaboration, creativity, and overall team dynamics.
Think about it: remote work can easily lead to isolation. Without those casual hallway chats or shared coffee breaks, teams risk missing out on the diverse perspectives that fuel innovation. But when you intentionally create opportunities for connection - like through activities such as diversity bingo or DEI vision boards - you bridge those gaps. As Bryan Hancock from McKinsey puts it:
"D&I is good business. It doesn't have to be at the expense of financial outcomes".
And the results speak for themselves. Teams that embrace these practices are 17% more likely to report high performance and 1.7 times more likely to lead in innovation within their industries. Even better, employees who feel a sense of belonging are 18 times more likely to stay with their company. That’s a win HR managers everywhere can appreciate.
Of course, pulling off these initiatives isn’t always easy. Coordinating across time zones, juggling multiple platforms, and keeping everyone engaged can feel like a full-time job. That’s where Pebb steps in. Our all-in-one platform simplifies the process, offering tools like private clubs for ERGs, a visible news feed for DEI updates, a centralized knowledge library, and seamless voice and video calls - all for just $4 per user per month. Plus, built-in analytics let you track engagement and make quick adjustments to maximize impact.
What really excites me is how our platform removes the headaches of managing DEI activities. The private clubs feature has been a game-changer for Employee Resource Groups, providing dedicated spaces for collaboration and connection. The news feed keeps important DEI efforts front and center, while the knowledge library serves as a go-to resource for training materials, cultural celebrations, and more. And when it’s time to host a virtual guest speaker or a cultural showcase, our integrated voice and video calls make it effortless - no scrambling for links or worrying about compatibility.
The CultureAlly Team sums it up beautifully:
"A diverse, inclusive, equitable workplace is a critical asset to a thriving business because it acknowledges and empowers employees to share their strengths freely, without shame, backlash, and further marginalization".
That’s exactly what these activities aim to achieve: workplaces where everyone feels empowered to bring their authentic selves, share unique perspectives, and be valued for who they are.
Getting started doesn’t have to be overwhelming. Begin with one or two activities - maybe a virtual book club or a cultural food show-and-tell - and watch how it transforms your team dynamic. With Pebb’s tools - and at just $4 per user per month - you’ll find it’s easier than ever to build an inclusive remote culture where innovation thrives.
The future of work is remote, and inclusivity is the key to making it work. These activities aren’t just nice extras - they’re essential for creating engaged, innovative teams. When diverse perspectives come together, the possibilities are endless. Let’s build that future, one step at a time.
FAQs
How can companies create DEI activities that are engaging and inclusive for remote teams across different time zones?
To make DEI initiatives engaging for remote teams, the key is to focus on activities that bring people together while respecting their diverse backgrounds and schedules. Think about hosting virtual experiences like cultural storytelling sessions, heritage celebrations, or inclusive team-building games. These aren’t just fun - they create meaningful connections across time zones. And for those who can’t join live? Offering asynchronous options, like recorded events or flexible participation windows, ensures no one feels left out.
Here’s where tools like Pebb come into play. Pebb blends communication and collaboration into one platform, making it a breeze to plan and host DEI activities. Features like group chats, private clubs, and event planning tools allow everyone to participate - whether they’re working from home or on-site. Plus, with a premium plan at just $4 per user, it’s an affordable way to keep everyone engaged.
Finally, don’t forget the power of open communication. Regularly gathering employee feedback helps ensure these initiatives truly resonate with your team, no matter where they’re dialing in from.
How can you measure the impact of DEI initiatives on remote team dynamics and company culture?
To truly understand how your DEI initiatives are making an impact, you’ve got to start with the basics: collecting demographic data and keeping an eye on metrics like employee engagement, inclusion scores, and representation in leadership roles. These numbers tell a story, but they’re just the beginning.
We’ve found that regular DEI surveys and tracking key performance indicators (KPIs) are game-changers for spotting trends and measuring progress over time. But don’t stop there - dig deeper. Look at pay equity, promotion rates, and even direct feedback from your team to uncover blind spots or areas that need attention.
Here’s where it gets even better: tools like DEI analytics platforms or employee engagement software can give you both the hard numbers and the personal stories behind them. By combining quantitative data with qualitative insights, you’ll get a clearer picture of whether your efforts are creating real, lasting change - not just for your remote team, but for your company culture as a whole.
How can companies inspire remote employees to participate in DEI initiatives, especially those who may feel hesitant or disconnected?
To get remote employees excited about participating in DEI initiatives, it’s all about crafting activities that bring people together and encourage meaningful connections. Think virtual team-building games, storytelling sessions where colleagues share their personal journeys, or open forums that create space for honest conversations.
Here’s where tools like Pebb come into play. With its all-in-one platform that combines communication, collaboration, and engagement features, organizing these activities becomes a breeze. From group chats and private clubs to event planning tools, Pebb makes it easier for everyone - no matter their location - to feel connected, appreciated, and part of the bigger picture.
