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Measuring Inclusion

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Measuring Inclusion

Higher profits and happier people, without guesswork or backlash

Practical Inspiration Publishing,

15 min. de leitura
7 Ideias Fundamentais
Áudio & Texto

Sobre o que é?

Forget diversity quotas. Embrace a data-driven approach to inclusion that boosts profits and employee satisfaction.

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Editorial Rating

9

Qualities

  • Applicable
  • Overview
  • Concrete Examples

Recommendation

Companies that prioritize inclusion see higher profits and happier employees. Yet companies struggle to create truly inclusive workplaces, often facing resistance or uncertainty about the process. Inclusion expert Paolo Gaudiano offers a data-driven approach to improving workplace inclusion that helps business leaders tackle these issues. His practical strategies allow leaders to identify exclusion, implement meaningful change, and track progress with confidence. By shifting the focus from diversity metrics to employee experiences, organizations can foster a culture in which everyone thrives.

Summary

Inclusion is the critical factor in boosting business performance and worker satisfaction.

Inclusion is the vital ingredient in impactful Diversity, Equity, and Inclusion (DEI) efforts. Without a deliberate focus on inclusion, attempts to boost diversity and generate equity will fail to generate the desired ROI. Consider: Companies that lack diversity often struggle with innovation due to their homogenous pool of opinions and ideas. A business’s efforts to boost employee diversity can bring people from different backgrounds into a shared workplace, but some workers may still feel overlooked or unheard. Similarly, claiming to want equity — that is, fair treatment for all employees — is all well and good. But when, in practice, some employees do not get the same opportunities as their peers, organizations see greater turnover and lower performance. 

When employees feel valued and supported, they become more engaged, productive, creative, and likely to stay. Thus, investing in inclusion — taking action to identify and counter exclusionary aspects of the employee experience — allows you to ...

About the Author

Paolo Gaudiano is the chief scientist of the nonprofit Aleria, president of ARC, an adjunct professor at New York University’s Stern School of Business, and chairman of the Diversity & Inclusion Research Conference.

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