Our latest research, just published in the European Management Review Journal, explores how organisations can effectively support remote workers through inclusive climates. The study reveals crucial insights about the mechanisms that connect workplace inclusion to employee outcomes.
Key findings:
- Perceived inclusion climate significantly enhances organizational identification, which subsequently improves employee well-being
- This pathway leads to increased job satisfaction and reduced retaliatory behaviours
- Organizational identification fully mediates the relationship between inclusion climate and well-being
Why this matters now:
The shift to remote work has fundamentally altered workplace dynamics. For many employees, the adjustment has blurred professional and personal boundaries, transforming the ‘work-from-home’ experience into what we describe as ‘sleeping in the office’. With 98% of employees preferring some form of hybrid working, organisations face unprecedented challenges in maintaining culture and fostering belonging whilst respecting these new boundary challenges.
For practitioners:
The message is clear: building inclusive remote environments requires deliberate effort. Focus on creating climates where diverse employees feel valued, have equal access to resources, and can maintain strong organisational connections despite physical distance. This isn’t about occasional virtual team activities, but rather embedding inclusion into everyday practices, policies, and leadership behaviours that acknowledge the complex reality of modern remote work.
As remote and hybrid work become permanent fixtures, the organisations that thrive will be those that successfully translate inclusion from physical to virtual spaces whilst helping employees navigate the blurred boundaries of home and work.
Read the full paper: Georgiadou, A., Magrizos, S., Roumpi, D. & Tarba, S. (2025) Cultivating inclusive remote workplaces: A serial mediation analysis of employee outcomes. European Management Review, 1–19.
Dr Andri Georgiadou 