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Inclusion is among the hottest topics in today’s boardrooms, and for good reason. New research shows that when employees that feel included they are 3 times more likely to stay, 43 percent more committed, 51 percent more likely to recommend their workplace and have 19 percent higher well-being.
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Is your team diverse?
Do you invest to ensure your team reflects the needs and attitudes of your customers and clients? They need to reflect the communities your employees live, work in, and provide services to.
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In recent years, the famous dictionary producer Merriam-Webster named culture as the “Word of the Year.” I am sure most experts on Employee Engagement were not surprised by Merriam-Webster’s choice.
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As America and the world mourn the 11 deaths of the Pittsburgh tragedy, the debate is unfolding: how can we prevent these terrible actions? Are we destined to repeat this grimly familiar process forever?
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Diversity and inclusions (or D&I, for short) isn’t simply an issue of fairness or a way to attract public good will to the brand. Some consider it nothing more than politically-correct posturing. However, there’s a clearly-demonstrated financial benefit to putting D&I on the short list of corporate priorities.
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The benefits of diversity and inclusion to groups and organizations are well documented. There is a deep body of research that demonstrates that diversity drives creativity, innovation, better decision-making, and, ultimately, increases market share.
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Most corporations know it’s not only politically correct to celebrate race and gender differences, it’s best to show genuine caring for people along with profits. But there’s one form of diversity getting short shrift…the diversity of ambition among talented women.
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In 1947, legendary Brooklyn Dodgers General Manager Branch Rickey’s bold leadership brought Jackie Robinson, an African-American and my childhood hero, to the major leagues. One of the first players to embrace Robinson was Hank Greenberg, a future Hall of Famer himself.
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