In this 30-minute webinar, you'll learn both the science and habits behind inclusion and valuable tools you can use to inspire and promote inclusive behaviors at your organization. 

1. | © 2018 Limeade1
HOW TO MAKE
INCLUSION
REAL
10.30.18

2. | © 2018 Limeade2 | © 2016 Limeade2
• Welcome & introductions
• What is inclusion
• Why focus on inclusion
• 3 three-minute scenarios
• Q&A
TODAY’S AGENDA

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TODAY’S SPEAKERS
Laura Hamill, Ph. D.
Chief People Officer
Chief Science Officer
Lauren Ferguson
Manager, Limeade Institute
Nick Mamolo
Solution Architect

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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

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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

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WHAT IS
INCLUSION?

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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.

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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

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WHY FOCUS ON
INCLUSION?

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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

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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?

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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.

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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?

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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.

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SCENARIO #1

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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

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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)

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SCENARIO #2

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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

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SCENARIO #3

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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

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INCLUSION SURVEY
23 items; Cronbach’s alpha = 0.952

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KEY TAKEAWAYS

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KEY TAKEAWAY #1
Inclusion is powerful for your people — and
your business.

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KEY TAKEAWAY #2
Inclusion is a sense of belonging, connection and
community at work.

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KEY TAKEAWAY #3
Individuals need to be recognized for their uniqueness
but also feel connected to something bigger.

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KEY TAKEAWAY #4
Inspire your employees and give them tools to
make inclusion REAL in your organization.

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Q&A info@limeade.com

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THANK YOU