Why inclusion is beneficial for people and business

Why inclusion is beneficial for people and business Possibilities O Partnership To be a market leader teams need to be both diverse and inclusive - High work satisfaction -"Healthy" employee turnover - Strong employer brand - Low creativity and innovation - High creativity and innovation - High adaptability/agility - Low work satisfaction - High employee turnover -Weak employer brand Companies with the highest rates of racial diversity reported having on aerage 35,000 customers, whereas companies with the least racial diversity reported having only 22,700. Companies that even only marginally increase their racial diversity gain an average of more than 400 customers,* High A O Perspective Diversity - High work satisfaction - Too low employee turnover - Strong but narrow employer brand - Low creativity and innovation - Low adaptability/agility Well managed, diverse teams outperform both homogeneous teams and poorly managed diverse teams because they: - Are well-suited for tasks that depend on out-of-the-box thinking Recognize, value and utilize each other's differences - Realize synergy Low Profitability Low Inclusion High - Companies with women board members outperformed in 3 measures: Return on equity: On average, companies with the highest percentages of women board directors outperformed those with the least by 53%. Return on sales: On average, companies with the highest percentages of women board directors outperformed those with Performance Employees who feel included are more likely to: - Go above and beyond the call of duty - Suggest new product or service ideas - Innovate new ways of getting work done - Be supportive of one another the least by 42%. Return on invested capital: On average, companies with the highest percentages of women board directors outperformed those with the least by 66%.* Employees who feel less included: - Are more inclined to experience decreased job satisfaction - Have more turnover intentions - Experience more conflict and stress, impacting productivity - On average, the most racially diverse companies bring in nearly 15 times more revenue than the least racially diverse. $$$$$ $$$$$ $$$$$ - Performance peaks when a team has approximately 55% women. An inclusive workplace: Profit Sales V Gives everyone opportunities to fully contribute their experiences and competencies V Links inclusion to specific behavioral expectations that generate trust and openness V Is welcoming and respectful V Has policies for fair recruitment and procurement V Is free from exclusion, marginalization and V Has no unnecessary hierarchies and occupational segregation V Reflects the local community and its harassment customers Sources Why Diversity Matters - Catalyst http:www.rbc.comdiversitywhat is-diversity.html http://www.equalityhumanrights.comsitesidefaultfles/documents/publications/an_employer_s_guide_to_creatingan_inclusive_workplace.pdf http://www.americanbar.org/publications/gpsolo_ereport/2013'november_2013/disregard_diversity_at_your_financial_perilcompetitive_advantage.html "Does Diversity Pay ?: Race, Gender, and the Business Case for Diversity" by Cedric Herring in the American Sociological Review SKANSKA www.usa.skanska.com *----..-...