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There are some very prescriptive
ways in which we have uncovered that

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organizations can drive inclusion,

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and I'm really excited to say that
we also now have proof of why an

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inclusive work environment and feelings
of inclusion has business value.

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So firstly, what can
organizations do? Well,

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we found in some of our research that
two-thirds of the feelings of inclusion

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are driven by direct leadership behavior,

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whether that's top management and the
commitments they make and the role

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modeling that they do,

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or the environment that direct line
managers create for their teams.

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We also found that creating an environment
which is free from discrimination,

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free from bias, and actually has
consequences for disrespectful behavior,

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also can make a meaningful difference
in driving feelings of inclusion.

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Now onto the more exciting bit,

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which is actually why does this
drive business value? Well,

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we found through our research,
which we have compiled together,

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and very excited to be launching,

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called BLISS - Bias-free
Leadership, Inclusion,

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Safety and Support - that
organizations who have

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higher BLISS scores encompassing all
the things I've just described will

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have a significant reduction in
their organization's attrition.

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You will keep your people if
you focus on inclusion. In fact,

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having 10 points higher of a BLISS
index versus 10 points lower,

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versus the median, will result in
reducing your attrition risk by half.

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So inclusion pays off and we
are really excited to be helping

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organizations and sharing with everybody
this week how they can actually go

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about doing it.