Webinar: How to Make Inclusion Real

4. | © 2018 Limeade4 ABOUT OUR EXPERT Laura has 25 years of experience implementing research, assessment and culture strategies in organizations. She earned her Ph.D. in industrial organizational psychology from Old Dominion University and her B.S. in psychology from the University of North Carolina.Laura Hamill, Ph. D. Chief People Officer Chief Science Officer

5. | © 2018 Limeade5 ABOUT OUR EXPERT Lauren is a passionate diversity and inclusion leader committed to changing and shaping the future of technology and D&I. She is responsible for driving all Limeade Diversity and Inclusion initiatives and developing thought leadership and research on inclusive workplaces. Lauren Ferguson Manager, Limeade Institute

7. | © 2018 Limeade7 Inclusion is a SENSE OF BELONGING, CONNECTION AND COMMUNITY at work. Inclusive organizations help people feel WELCOMED, KNOWN, VALUED — and encouraged to bring their whole, unique selves to work.

10. | © 2018 Limeade10 INCLUSIVE WORKFORCES ARE POWERFUL Inclusive workplaces are 6xmore likely to be innovative1 1Bersin by Deloitte, 2017; 2 Harvard Business Review ,2017 Inclusive workplaces have 2.3xhigher cash flow per employee over a three- year period1 Employees who are able to bring their whole selves to work are 42% to say they intend to leave their job within a year2 LESS LIKELY

11. | © 2018 Limeade11 ASK YOURSELF… • Can I imagine feeling good and living with purpose if I didn’t feel valued? Or if I didn’t feel like I could be myself at work? • Can I imagine coming to work and giving it my all if my manager belittles me?

12. | © 2018 Limeade12 INCLUSION, WELL-BEING & ENGAGEMENT ARE RELATED 97% 58% 0% 20% 40% 60% 80% 100% HIGH Inclusion LOW Inclusion 99% 53% 0% 20% 40% 60% 80% 100% HIGH Inclusion LOW Inclusion WELL-BEING ENGAGEMENT (Limeade Institute, 2018) Those with higher levels of inclusion also have higher well-being and higher engagement.

13. | © 2018 Limeade13 Openness Fairness Curiosity Collaboration Cultural IntelligenceHumility Courage Cognizance of bias Cooperative Empowerment Accountability Commitment Supportive U.S. Federal Government Inclusive Habits; Deloitte’s Inclusive Leadership Traits; Catalyst’s Inclusive Behaviors WHAT DOES AN INCLUSIVE WORKPLACE LOOK LIKE?

14. | © 2018 Limeade14 COLLABORATION Pause to ask what others think in a meeting. Give credit where credit is due – even if the person who came up with the idea isn’t in the room. Reach out to employees working remotely or at a satellite office to see how they’re doing.

16. | © 2018 Limeade16 RECRUITING + RETAINING • How do you get the most out of your diversity efforts? • How do you make ALL employees feel like they’re valued and belong? • How do you know inclusion fosters retention? SCENARIO #1

17. | © 2018 Limeade17 INCLUSION IS RELATED TO LIKELIHOOD TO STAY LIKELIHOOD TO RECOMMEND INTENT TO STAY 3+ YEARS 97% 13% 0% 20% 40% 60% 80% 100% HIGH Inclusion LOW Inclusion 86% 25% 0% 20% 40% 60% 80% 100% HIGH Inclusion LOW Inclusion Those with higher levels of inclusion are more likely to recommend their organization as a great place to work and to plan on staying. (Limeade Institute, 2018)

19. | © 2018 Limeade19 THE ROLE OF THE INDIVIDUAL • How do you move beyond programs, groups and trainings into an inclusive day-to-day experience? • How do you gain momentum with a disperse workforce? SCENARIO #2

21. | © 2018 Limeade21 MEASUREMENT • How do you give employees a voice? • What’s the best way to think about measuring inclusion? • How do you take action? • How do you know if you’re making progress? SCENARIO #3

Webinar: How to Make Inclusion Real

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