The 'Business Case' For Building An Inclusive Office Culture


The data shows diverse, inclusive organizations aren't just better places to work.  They actually work better.

Today's hyper-competitive economic environment demands that organizations evolve.  So, diversity and inclusion leaders are looking beyond compliance goals, and using new tools to promote the sense of belonging that attracts and retains top talent.  

"When women are empowered in the design and innovation process, the likelihood of success in the marketplace improves by 144%."- Former PepsiCo CEO, Indra Noenrich

Consider this:  an inclusive-feeling workplace is a place where your top talent feels they belong.  Which begs the question: Exactly how can companies and organizations create 'feelings of belonging' ? The new generation of employees say they expect inclusion - as part and parcel of their work environment: 70% of employees say they want to work for an employer who shows they're really committed to inclusion ( Oracle report, Interviews with HR and D&I leaders) 

And this is interesting: U.S. corporations spend $8 billion annually on diversity training.  Yet a meta-review of almost a thousand studies finds a “dearth of evidence” about their efficacy. "  (Knowledge@Wharton 'takeaway' from Harvard University professor Iris Bohnet's bestseller: What Works: Gender Equality By Design)

Why doesn't diversity training seem to work?  The simple answer seems to be this: apparently, training doesn't 'take'.  Meaning: it seems it doesn't really change mindsets.  

What does change mindsets? According to behavioural scientists: simple 'design interventions'  like updating the portraits on your walls and in your boardroom - can change mindsets.

What you hang on your walls speaks to your values.

What do you want your walls to say?


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