We  define distributed workforce as an array of remote workers who are “distributed” across locations outside a traditional, centralized workplace. Reserachers detect a great deal of variation in the makeup of a distributed team. They may work remotely, on a permanent basis, or only occasionally. This HR lives near thei company's central offices and still  attend or come in for meetings, or there may be many miles and time zones between them. But what distributed workforces all share is the need to be connected in real time – to each other and to all the corporate resources and tools that are available to on-premise workers.

If distributed teams are made up of remote workers, then what sets a distributed company apart from a company that simply has remote teams or workers? The answer lies in its degree of commitment to achieving workplace transformation – both digitally and managerially. 2020 brought with it many changes to the traditional world of work. Truly distributed companies are responding to that challenge by leveraging technologies within modern workplace, and developing more resilient and agile business and HR processes.

These were among the groups that prefer hybrid work and said they were likely to leave if it wasn’t available:

• Younger employees (18–34 years old) were 59 percent more likely to leave than older ones (55–64 years old).

• Black employees were 14 percent more likely than their White peers.

• LGBQ+ employees were 24 percent more likely to leave than heterosexual ones.

• Women were approximately 10 percent more likely than men, and employees who identify as nonbinary were 18 percent more likely than men and women.

• Employees with disabilities were 14 percent more likely to leave than employees without them.