WEBVTT 1 00:00:00.125 --> 00:00:02.708 (upbeat music) 2 00:00:08.080 --> 00:00:10.700 line:15% Diverse employees oftentimes face 3 00:00:10.700 --> 00:00:12.960 line:15% a sense of isolation 4 00:00:12.960 --> 00:00:14.620 line:15% or a lack of a sense of belonging 5 00:00:14.620 --> 00:00:16.280 line:15% within their corporate environments. 6 00:00:16.280 --> 00:00:18.240 Many corporations are doing a great job 7 00:00:18.240 --> 00:00:20.740 to recruit and hire diverse individuals, 8 00:00:20.740 --> 00:00:22.270 but there needs to be more done 9 00:00:22.270 --> 00:00:24.640 to give them a sense of inclusion 10 00:00:24.640 --> 00:00:26.230 in their corporate environment. 11 00:00:26.230 --> 00:00:28.580 We surveyed over 4000 respondents 12 00:00:28.580 --> 00:00:31.140 about diversity and inclusion in their work space. 13 00:00:31.140 --> 00:00:32.590 Not surprisingly, 14 00:00:32.590 --> 00:00:35.160 the majority population responded 15 00:00:35.160 --> 00:00:37.500 that 78% of them said that they felt 16 00:00:37.500 --> 00:00:40.210 they could bring their authentic selves to work. 17 00:00:40.210 --> 00:00:43.790 74% said they felt like their perspectives mattered. 18 00:00:43.790 --> 00:00:46.780 For diversity respondents, the results were much different. 19 00:00:46.780 --> 00:00:49.210 For people with one dimension of diversity, 20 00:00:49.210 --> 00:00:51.310 so, a white female or a black male, 21 00:00:51.310 --> 00:00:54.100 they were were four to six percentage points less likely 22 00:00:54.100 --> 00:00:56.780 to feel included in their environment. 23 00:00:56.780 --> 00:00:59.080 The more dimensions of diversity a candidate has, 24 00:00:59.080 --> 00:01:01.410 the less likely they are to feel included 25 00:01:01.410 --> 00:01:02.750 in their corporate environment, 26 00:01:02.750 --> 00:01:07.710 so a lesbian woman of color is about 15% less likely 27 00:01:07.710 --> 00:01:09.040 to feel included 28 00:01:09.040 --> 00:01:11.720 then her majority white male counterpart. 29 00:01:11.720 --> 00:01:14.120 Without changing the culture of inclusion, 30 00:01:14.120 --> 00:01:15.980 many companies are going to miss out 31 00:01:15.980 --> 00:01:20.120 on the ability to attract and retain senior diverse talent. 32 00:01:20.120 --> 00:01:22.800 Without that senior diverse talent in place, 33 00:01:22.800 --> 00:01:24.140 the culture of, 34 00:01:24.140 --> 00:01:27.240 it creates a vicious cycle where the culture of uninclusion 35 00:01:27.240 --> 00:01:28.658 will continue on, 36 00:01:28.658 --> 00:01:32.930 and the company won't benefit from all the value 37 00:01:32.930 --> 00:01:35.090 that having a diverse workforce brings. 38 00:01:35.090 --> 00:01:37.230 Companies can do five things. 39 00:01:37.230 --> 00:01:39.280 First, commit at the top. 40 00:01:39.280 --> 00:01:41.150 The CEO and the executive leadership 41 00:01:41.150 --> 00:01:42.830 need to commit to not only diversity, 42 00:01:42.830 --> 00:01:45.980 but also inclusion as a key value within the company. 43 00:01:45.980 --> 00:01:47.940 Second, they can enlist frontline leaders. 44 00:01:47.940 --> 00:01:49.680 Managers have the biggest daily impact 45 00:01:49.680 --> 00:01:51.510 on employees' lives day to day 46 00:01:51.510 --> 00:01:53.360 and can help set and change the culture 47 00:01:53.360 --> 00:01:54.810 within an organization. 48 00:01:54.810 --> 00:01:58.790 line:15% Third, they can identify and amplify best practices. 49 00:01:58.790 --> 00:02:00.950 line:15% Within a certain office or region, 50 00:02:00.950 --> 00:02:02.920 line:15% if there's winning strategies 51 00:02:02.920 --> 00:02:04.820 line:15% that they're taking to inclusion, 52 00:02:04.820 --> 00:02:06.820 line:15% share those across the rest of the business. 53 00:02:06.820 --> 00:02:08.600 line:15% Four, don't tolerate bad behavior. 54 00:02:08.600 --> 00:02:09.870 line:15% Publicize your values. 55 00:02:09.870 --> 00:02:11.890 line:15% Take all complaints very seriously. 56 00:02:11.890 --> 00:02:15.020 line:15% Set the right tone through day to day actions. 57 00:02:15.020 --> 00:02:18.160 line:15% Finally, the fifth is to measure and track. 58 00:02:18.160 --> 00:02:20.030 line:15% Make sure that you're measuring and tracking 59 00:02:20.030 --> 00:02:22.380 line:15% your results around diversity 60 00:02:22.380 --> 00:02:24.720 line:15% and taking appropriate action where necessary 61 00:02:24.720 --> 00:02:25.863 line:15% to ensure success.