Did you know?

Did You Know?

Mission-driven initiatives that foster inclusion improve a company’s reputation, reduce turnover and bolster earnings.
Sounds too good to be true?
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of the time, inclusive teams make more profitable decisions than non-inclusive teams.
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workers aged 50-plus reported having personally seen or experienced age discrimination in the workplace.
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of job seekers say that a diverse and inclusive workforce is an important factor when evaluating company offers.
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of employees feel their company could do more to improve nearly half of respondents in diversity of gender, race, and ethnicity.
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The Female Factor

Companies with strong inclusion programs have at least 35% of women leaders on average, vs. 25% for companies with no or low-quality inclusion.

Women are 12% less likely than men to receive leadership skills training and 15% less likely to be assessed for leadership development.

Women are 1.5x more likely than men to feel they have to leave their companies to advance their careers.

Inclusion Drives Performance

Inclusive teams outperform their peers by 80% in team-based assessments.

Inclusive companies with diverse leadership in age, gender, ethnicity, race, socio-economic background, and sexual orientation are 70% more likely to capture new markets.

Employees who feel included are 3x more likely to feel committed to their organization’s mission.

Show me the Money

Inclusive companies that are in the top quartile for gender diversity on executive teams are 25% more likely than fourth-quartile companies to have above-average profitability.

Companies leave $1.05 trillion on the table annually by not having inclusive work cultures. This is driven by the cost of high turnover rates, low productivity, and low employee engagement.

80% of employees want to work for inclusive companies. Over half of Gen Z workers would not accept a role in a company without diverse leadership.

Inclusion Delusion?

More than a third of people feel the need to hide aspects of who they are at work for fear of judgment by others. The main groups of people who feel afraid to be their authentic selves are those who identify as LGBTQ+ (65%) and those living with a disability (62%).

Fewer than 25% of Black employees feel included at the office.

Over 83% of employees feel they are not heard ‘fairly or equally’ while 46% believe underrepresented voices are not effectively listened to. A further 60% believe their views and opinions are ignored in the workplace. The proportion of employees who feel excluded in their organizations is 20%, yet only 2% of leaders believe that.

Sources:
Accenture, Bain & Company., Boston Consulting Group, CNBC/SurveyMonkey Workforce Survey DDI, Deloitte,
Harvard Business Review, Hays, McKinsey & Company, World Economic Forum, The Workforce Institute.