“Diversity and inclusion exists when members of an organization act in a manner that recognizes and respects individual similarities and differences such that employees feel they and their work are valued and meaningfully contribute to the mission of the organization.”
Remaining relevant in today’s hyper-competitive business environment requires the full engagement of an organization’s workforce and the retention of highly talented employees. To accomplish this, leaders must capture the passion and commitment of subordinates by providing them with work that has a meaningful impactful on others and is quantifiablely measurable and rewarded; all while connecting with them on a personal level. Similarly, individuals need to connect with their peers in a way that makes them feel their contributions meaningfully add to the team and the organization’s overall success. Simply put, individuals seek to be valuable to and valued by their organizations; limited only by their abilities and desires. Without this sense of value and connectedness, a job becomes nothing more than the means to a paycheck, productivity declines toward that which is required to maintain employment, and attrition rises as employees seek more fulfilling work; all at great cost to the organization.
Gallup researchers found that within the average organization:
- 29 percent of employees are engaged; working with passion and feeling connected to their company
- 56 percent of employees are not engaged; putting in time but not energy or passion into their work
- 15 percent of employees are actively disengaged; acting out their unhappiness and undermining the accomplishments of engaged employees
This research also showed that engaged employees are more productive, profitable, safer, create stronger customer relationships, and stay longer with their company than less engaged employees.
Source: Gallup Study: Engaged Employees Inspire Company Innovation, Gallup Management Journal, October 2006
Increasing workforce diversification challenges all members of an organization attempting to satisfy the individual value proposition. Differences in age, race, gender, religion, and sexual orientation to name but only a few, influence what makes individuals feel valued. Studies have shown the degree to which an individual feels valued by his/her superiors and peers in large part defines his/her work engagement and the subsequent value offered to the organization. Thus, the challenge is a circular one best solved by fostering an organizational culture that respects and embraces diversity and inclusion.
Focus of the Diversity and Inclusion Forum
While there exists a natural association between diversity and inclusion and organizational accountability, this forum will focus on the principles, best practices, and warning flags associated with establishing and maintaining a workplace environment that respects and values individual differences in order to earn full employee engagement and commitment to the achievement of the organization’s goals. The following articles, podcasts, documents, and resources cover those topics critical to enhancing workplace diversity and inclusion.
For additional information on creating a positive, motivating workplace environment, visit the StrategyDriven Employee Engagement Center of Excellence.
StrategyDriven Personal Business Advisor Remote Assistance and Dedicated Advisor clients and Diversity and Inclusion Forum subscribers can access all of the articles listed below. Self-Guided clients can access those articles annotated as [SG = 📱]
Not yet a StrategyDriven Personal Business Advisor client? Click here to learn more.
- What is Diversity and Inclusion? [SG = 📱]
- What Does Your Environment Communicate? [SG = 📱]
- Return On Investment, part 1: Employee Turnover Reduction
- Return On Investment, part 2: Employee Distraction Reduction
- Return On Investment, part 3: Employee Productivity Enhancement
- Return On Investment, part 4: Litigation, Fine, and Payout Reduction
StrategyDriven Podcast – Video Edition
StrategyDriven Podcast – Special Edition
- An Interview with Michael Gurian, author of Leadership and the Sexes examines the equal but different intelligence of men and women.
- An Interview with Tammy Erickson, author of What’s Next, Gen X? examines generational relationships within the workplace and the actions Gen Xers should take to ready and position themselves to be the next group of corporate and civic leaders.
- An Interview with Lynne Lancaster and David Stillman, authors of The M-Factor, part 1 of 2 examines how to successfully integrate Millennials into the workforce from the perspectives of the Traditionalists, Boomers, and Gen Xers already there and the incoming Millennials themselves.
- An Interview with Lynne Lancaster and David Stillman, authors of The M-Factor, part 2 of 2 examines how to successfully integrate Millennials into the workforce from the perspectives of the Traditionalists, Boomers, and Gen Xers already there and the incoming Millennials themselves.
Tools and Templates
- Cost of Employee Attrition [StrategyDriven Premium Content]
- Cost of Employee Distraction [StrategyDriven Premium Content]
- Value of Employee Productivity [StrategyDriven Premium Content]
- First, Break All the Rules by Marcus Buckingham and Curt Coffman
- One Foot Out the Door by Judith Bardwick
- Corporate Diversity Still Coming Up Short for Women by Calvert Investments
The StrategyDriven Team
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