Inclusiveness is a strategy for using each person’s unique and individual strengths to increase an organization’s productivity, profit and performance.
Based on our study of more than 200 organizations and review of existing academic research, Gallup has identified three requirements for creating inclusive environments for all employees.
An Evolution of Diversity and Inclusion Efforts. Ask most executives to name their top five or 10 organizational priorities, and you’ll likely hear them mention creating inclusive cultures as part of their list.
In fact, an increasing number of executives consider inclusion to be one of their organization’s most pressing aims. According to Deloitte’s Global Human Capital Trends survey, the proportion of executives who cite inclusion as a top priority rose 32% from 2014 to 2017.
About This Report
1. Numerous executives have decided to take action in this area by making a public pledge to advance diversity and inclusion in the workplace. In mid2017, more than 150 CEOs came together to launch CEO Action for Diversity & Inclusion
2. a coalition committed to building workplaces that are not only productive but also welcoming, collaborative and thriving. Since the launch, approximately 300 additional executives have taken the pledge.
3. While social unrest in some cities may appear to be the primary reason for the increased focus on diversity and inclusion, clear business reasons are also leading to the increase in demand. A laser focus on diversity and inclusion reflects a new workforce dynamic for three major reasons:
Requirement #1: Employees Are Treated With Respect
Requirement #2: Employees Are Valued for Their Strengths
Requirement #3: Leaders Do What Is Right
Gallup delivers analytics and advice to help leaders and organizations solve their most pressing problems. Combining more than 80 years of experience with our global reach, Gallup knows more about the attitudes and behaviors of employees, customers, students and citizens than any other organization in the world.