The hidden benefits of inclusion at your organization

There’s a growing body of research proving the tangible and measurable outcomes of diversity and inclusion initiatives in organizations: whether it is achieving better financial returns, or capturing new markets of customers. Visibility is another highly touted outcome of these initiatives: a brand’s perception changes based on their inclusion practices. As this study shows, 64% of people surveyed would take action if the ad they saw was inclusive. 

But diversity & inclusion initiatives have intangible impacts too. These hidden effects are a good example of how the subtle shift brought about by diversity within an organization leads to ambitious results. 

Having multiple viewpoints helps solve complex problems quicker, and more effectively. 

Thought diversity is an understated facet when it comes to problem solving. Teams with an extensive variation in terms of ages, geographical locations, and backgrounds of people make better business decisions a whopping 87% of the time. When it comes to improving decision-making within an organization, inclusivity is the ‘most effective’ way. 

A diverse group of employees (with diversity in the form of gender, disability, age, geographic location, educational background, experience levels and more) will be capable of effectively solving complex problems because of the variety of experiences and capabilities they bring to the table. This amount of thought and communication diversity can also be effective in persuading a wider set of people. It’s no surprise, after all, that complex industries are the ones that stand to benefit the most from an inclusive workforce.

Employees care about how inclusive their employers are

The nature of the workplace has changed: the boundaries between the personal and professional are narrowing, with a larger portion of the workforce actively seeking employers that share the same value systems. Companies have to focus on their brand perception not only for the external markets, but also to attract and retain talent. Glassdoor’s research into D&I at the workplace shows that 76% of employees and job seekers opine that a diverse workforce plays a pivotal role when evaluating potential jobs. 

Employee engagement. The nature of the workplace is changing, and employees want to know that the employers care about their employees, and also about pivotal matters. This can go a long way when it comes to attracting and retaining talent from a wider group, especially if you’re in a historically homogeneous industry (for example, tech). 

These are the less-obvious reasons to institute a thorough D&I policy for your organization, and the metrics that you should be including in your future evaluations as well.