How is work group inclusiveness influenced by working virtually?

In human resource management research it has become a highly relevant issue to try to understand the challenges that an online work environment pose for the inclusion of marginalized employees. In this regard, inclusiveness scholars have focused on the role that dissimilarities play for organizational inclusion of employees but rarely on how this takes place through technology-mediated interaction. We integrate notions of identity and communication from inclusiveness and virtual work research to develop a theoretical model depicting two variants of social distance (targeted and diffuse). Subsequently we discuss how these forms of social distance affect different dimensions of inclusiveness. Our analysis suggests that the virtual work environment may weaken some negative aspects of bias and discrimination while strengthening others. Based on such findings we argue for the development of a greater sensitivity to the context in inclusiveness research.