There are some very prescriptive ways in which we have uncovered that
organizations can drive inclusion,
and I'm really excited to say that we also now have proof of why an
inclusive work environment and feelings of inclusion has business value.
So firstly, what can organizations do? Well,
we found in some of our research that two-thirds of the feelings of inclusion
are driven by direct leadership behavior,
whether that's top management and the commitments they make and the role
modeling that they do,
or the environment that direct line managers create for their teams.
We also found that creating an environment which is free from discrimination,
free from bias, and actually has consequences for disrespectful behavior,
also can make a meaningful difference in driving feelings of inclusion.
Now onto the more exciting bit,
which is actually why does this drive business value? Well,
we found through our research, which we have compiled together,
and very excited to be launching,
called BLISS - Bias-free Leadership, Inclusion,
Safety and Support - that organizations who have
higher BLISS scores encompassing all the things I've just described will
have a significant reduction in their organization's attrition.
You will keep your people if you focus on inclusion. In fact,
having 10 points higher of a BLISS index versus 10 points lower,
versus the median, will result in reducing your attrition risk by half.
So inclusion pays off and we are really excited to be helping
organizations and sharing with everybody this week how they can actually go
about doing it.