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Corporate Diversity

Innovation and Growth As a Result of Inclusive Culture

In a recent survey, as many as 60 percent of human resources professionals indicated diversity and inclusion (D&I) practices have become more important because of the current political climate in their countries.

Feeling the results

This research compared solely compliance-focused organizations with those that understand the importance of compliance issues and further enrich their diversity and inclusion efforts through learning and acceptance. Employees that have moved beyond a tolerance mindset to a mindset of acceptance and appreciation more effectively leverage differences for greater business opportunities, talent attraction, and retention.

Organizations with enriched diversity and inclusion (D&I) practices offer voluntary — rather than mandatory — diversity training. These targeted trainings include everything from group discussion and sharing of stories (44 percent), e-learning (44 percent), guest speakers (35 percent), and unconscious bias assessment (31 percent). In addition, employers with enriched D&I practices have dispersed, decentralized accountability for D&I outcomes.

Collateral benefits

While talent attraction and hiring are the primary reasons for D&I efforts, 29 percent of organizations also invest in them to increase employee engagement. In an inclusive and diverse workplace, employees have a sense of belonging. They are more connected to each other, collaborative, engaged in their roles, and committed to the organization.

Because diverse perspectives and experiences are encouraged and leveraged for business success; the full potential of all employees can be realized.

This April, HCI’s inaugural Inclusive Diversity conference in San Francisco will feature thought leaders and practitioners from organizations that champion collaborative, inclusive cultures, and demonstrate the business impact these practices have. We have a lot to learn from employers and employees who are more culturally, politically and socially responsive to the diversity within their reach.

Jenna Filipkowski, Ph.D., VP of Research, Human Capital Institute, [email protected]

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