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Webinar: How to Make Inclusion Real
The document discusses the importance of inclusion in the workplace, defining it as a sense of belonging and connection. It highlights that inclusive organizations are more innovative and have better employee retention rates. Key takeaways emphasize the power of inclusion for both individuals and businesses, and the need for employees to feel valued and connected.
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Webinar: How to Make Inclusion Real
- 1. | © 2018Limeade1 HOW TO MAKE INCLUSION REAL 10.30.18
- 2. | © 2018Limeade2 | © 2016 Limeade2 • Welcome & introductions • What is inclusion • Why focus on inclusion • 3 three-minute scenarios • Q&A TODAY’S AGENDA
- 3. | © 2018Limeade3 TODAY’S SPEAKERS Laura Hamill, Ph. D. Chief People Officer Chief Science Officer Lauren Ferguson Manager, Limeade Institute Nick Mamolo Solution Architect
- 4. | © 2018Limeade4 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. | © 2018Limeade5 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
- 6. | © 2018Limeade6 WHAT IS INCLUSION?
- 7. | © 2018Limeade7 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.
- 8. | © 2018Limeade8 A sense of connection to others that is always in the process of being actively achieved Differences and similarities in perspectives, identities, and points of view
- 9. | © 2018Limeade9 WHY FOCUS ON INCLUSION?
- 10. | © 2018Limeade10 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. | © 2018Limeade11 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. | © 2018Limeade12 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. | © 2018Limeade13 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. | © 2018Limeade14 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.
- 15. | © 2018Limeade15 SCENARIO #1
- 16. | © 2018Limeade16 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. | © 2018Limeade17 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)
- 18. | © 2018Limeade18 SCENARIO #2
- 19. | © 2018Limeade19 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
- 20. | © 2018Limeade20 SCENARIO #3
- 21. | © 2018Limeade21 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
- 22. | © 2018Limeade22 INCLUSION SURVEY 23 items; Cronbach’s alpha = 0.952
- 23. | © 2018Limeade23 KEY TAKEAWAYS
- 24. | © 2018Limeade24 | © 2016 Limeade24 KEY TAKEAWAY #1 Inclusion is powerful for your people — and your business.
- 25. | © 2018Limeade25 | © 2016 Limeade25 KEY TAKEAWAY #2 Inclusion is a sense of belonging, connection and community at work.
- 26. | © 2018Limeade26 | © 2016 Limeade26 KEY TAKEAWAY #3 Individuals need to be recognized for their uniqueness but also feel connected to something bigger.
- 27. | © 2018Limeade27 | © 2016 Limeade27 KEY TAKEAWAY #4 Inspire your employees and give them tools to make inclusion REAL in your organization.
- 28. | © 2018Limeade28 Q&A info@limeade.com
- 29. | © 2018Limeade29 THANK YOU