(upbeat music)
-: Diverse employees oftentimes face
a sense of isolation
or a lack of a sense of belonging
within their corporate environments.
Many corporations are doing a great job
to recruit and hire diverse individuals,
but there needs to be more done
to give them a sense of inclusion
in their corporate environment.
We surveyed over 4000 respondents
about diversity and inclusion in their work space.
Not surprisingly,
the majority population responded
that 78% of them said that they felt
they could bring their authentic selves to work.
74% said they felt like their perspectives mattered.
For diversity respondents, the results were much different.
For people with one dimension of diversity,
so, a white female or a black male,
they were were four to six percentage points less likely
to feel included in their environment.
The more dimensions of diversity a candidate has,
the less likely they are to feel included
in their corporate environment,
so a lesbian woman of color is about 15% less likely
to feel included
then her majority white male counterpart.
Without changing the culture of inclusion,
many companies are going to miss out
on the ability to attract and retain senior diverse talent.
Without that senior diverse talent in place,
the culture of,
it creates a vicious cycle where the culture of uninclusion
will continue on,
and the company won't benefit from all the value
that having a diverse workforce brings.
Companies can do five things.
First, commit at the top.
The CEO and the executive leadership
need to commit to not only diversity,
but also inclusion as a key value within the company.
Second, they can enlist frontline leaders.
Managers have the biggest daily impact
on employees' lives day to day
and can help set and change the culture
within an organization.
Third, they can identify and amplify best practices.
Within a certain office or region,
if there's winning strategies
that they're taking to inclusion,
share those across the rest of the business.
Four, don't tolerate bad behavior.
Publicize your values.
Take all complaints very seriously.
Set the right tone through day to day actions.
Finally, the fifth is to measure and track.
Make sure that you're measuring and tracking
your results around diversity
and taking appropriate action where necessary
to ensure success.