by GWEN MORAN
Originally published: January 23, 2017
Even if you don't have millions to spend on cultivating an inclusive culture, there are lessons here for every company.
Creating diverse and inclusive workplaces isn’t just a "nice" thing to do. There is also a well-documented business case for how diversity positively impacts the bottom line.
But once you’ve put the time and effort into building your multitalented, multifaceted A-team, you’re not going to keep them if they don’t feel valued, understood, and comfortable. That’s where inclusion—making employees feel valued, welcome and comfortable being who they are—comes in.
A 2016 report on Gallup.com summarized two of the company’s studies published in the Journal of Leadership and Organizational Studies that illustrate the potential of engagement coupled with diversity. In the first, employees’ intentions to leave their employers were higher when the employee and manager were of different races and the employee was not engaged. The other found that companies that had higher-than-average gender diversity and employee engagement also had 46% to 58% better financial performance than companies that were below the median on diversity and engagement.