Abstract

This paper will analyse the gender approach applied to the growing use of virtual teams by public and private organizations. Working remotely gives many advantages; such those related to diversity, employing people who do not wish to move to other Countries, reduce office costs and so on. Starting from how many women have experienced remote working during the first wave of Covid-19 pandemic, the aim of this literature review is to explore how virtual teams can address the issue of gender gaps. From a first overview, it seemed that smart work enhanced women’s levels of stress, not being helpful in the conciliation of familiar and working life. However, studies have shown that women have those personal characteristics considered the best ones in order to manage and being the leader of a virtual team. It has been demonstrated that women’s approach and style of communication can encourage team members to work as a unique group, where every single employee is needed in order to get the best result, while having a specific role. Moreover, researches have outlined the strategic importance of training people before asking them to join a virtual team, so to understand the use of new technologies, but also colleagues’ needs, backgrounds, culture and giving value to each one’s diversity. We will see how caring about gender approach while managing human resources in a virtual context can also be a tool for achieving and implementing Sustainable Development Goal n.5, “gender equality”, which is undoubtedly related to quality of working life and other issues connected with job and management of family and house duties.

Key words: virtual teams, human resources management, gender approach, gender empowerment, leadership.