On both an organizational and individual level, inclusion has a significant impact.

According to research, teams that have a strong sense of inclusion make better judgments, work faster, and earn more.

According to a Deloitte study, inclusive firms are:

  • twice as likely to accomplish or exceed financial goals.
  • three times the chance of being high-performing
  • six times the chance of being innovative and agile

Exclusion can alter a person’s sense of well-being, work satisfaction, and organizational commitment, according to a research from 2008. Furthermore, studies suggest that feeling excluded might lead to a loss of motivation, reduced cognition, and even physical pain.

As a result, promoting inclusion in our organizations is critical to the health and well-being of both the business and the people who work there.

A TRULY INCLUSIVE WORKPLACE is one in which each employee feels a sense of belonging while still being recognized and valued for their individuality.

This is a long-term objective that will demand extensive social action to combat oppressive systems and develop frameworks that allow each individual to thrive. This will be a tiresome task. However, each have a part to play in ensuring that those around us feel valued and included.

Bourke, J. (2018). The diversity and inclusion revolution: Eight powerfultruths. Deloitte Insights.  Published.

Findler, L., Wind, L. H., & Barak, M. E. M. (2007). The Challenge of Workforce Management in a Global Society. Administration in Social Work31(3), 63–94.