Inclusion & Belonging are the true goal for creating a culture that supports the recruitment, retention and leadership opportunities for traditionally marginalized groups. Inducing change of any scope can be a difficult process, therefore a long-term commitment to improving individual and organizational behaviors is key.
We understand that sensetive topics such as racism, misogony and disabilities etc., are often not discussed in the workplace due to lack of knowlege or fear ........ yet they have such an impact on our workplace interactions and experiences. With that in mind, we approach inclusion and equity work by telling the stories behind the data.
Through a process of analyzing and collecting quantitative data and qualitative like talent metrics, surveys and interviews, we are able to provide an review and reccommedations for incusionary practices and policies to support inclusion.
The Business Case
How can businesses continue to solve the complex problems of tomorrow for everyone, if they are limited to a homogenous workforce or for a homogenous cutsomer? Considering the value of diversity and inclusion is the true testimate to a ensuring a meritocrate organization. According to several studies, they payoff of diversity is the following:
- Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
- A review of 2,390 companies found that orgs with one or more women on the board delivered higher average returns on equity, lower gearing and better average growth
- Diversity increases employee satisfaction and reduces conflicts between groups, improving collaboration and loyalty
- Diversity fosters innovation and creativity through a greater variety of problem-solving approaches, perspectives, and ideas. Academic research has shown that diverse groups often outperform experts.
- A strong focus on women and ethnic minorities increases the sourcing talent pool
Throughout history, organizations have leverage their social capital and resources to impact social change in big and small ways. Whether directly investing in economic empowerment thru direct hiring, training or education programs.... or leveraging resources to lobby for political or social justice campaigns, the opportunities to impact traditionally marginalized groups are vast.
Organizations able to impact sustainable change, do so by aligning mission and values with intentional inclusion efforts. More than just doing good...... companies commiting to actual change.
Intentional Inclusive Leadership
Case studies show that the most succcesful companies with inclusion have an intentional strategy that includes awareness, accountability and inclusive policies. Successful intiatives also have leaders who are willing to utilize their power, position and privlege to empower and elevate women and other underrepresented groups within their organizations. Leadership is key in setting the tone, but ultimately every empolyee has a part to play in creating belonging in every business unit on every team.
Like any other business goal, inclusion must have strategic goals that inlcude metrics and specific strategies for increasing promotions, retention and recritment for organizations to thrive and achieve optimal success.