One of the most sustainable competitive advantages for today’s leader is creating and maintaining an inclusive work environment where all people feel they belong. It’s more than a feel-good initiative; it’s a business imperative.
EY’s research shows that two-thirds of workers across all generations actively choose companies that champion inclusion. For Gen Z and Millennials, it’s even more important. Why? Because today’s top talent knows they can make a bigger impact in inclusive environments that prioritize belonging. Coqual’s research further backs this claim. In their study, belonging was defined as being: seen for your unique contributions, connected to your coworkers, supported in your daily work and career development, and proud of your organization’s values and purpose.
Their data shows that inclusion strengthens a company’s ability to adapt and innovate. Diverse perspectives help organizations navigate challenges and find creative solutions. Yet, diverse representation alone isn’t enough. You need to create a culture of belonging where everyone feels seen, valued and respected for diversity to thrive. When people feel like they belong, they bring their best selves to work, and that translates into them staying and contributing their best ideas and work.
Inclusion and belonging are not boxes to check; it’s a journey to achieving these outcomes. It’s about building a workplace where everyone feels empowered to contribute their unique talents and perspectives. Yet, leaders struggle with how to make the “inclusion” and “belonging” buzzwords feel real on their teams. Coqual’s recommendations for organizations wanting to be more inclusive are:
- Facilitate data-driven storytelling: Use data to tell compelling stories that highlight the human impact of inclusion and belonging to inspire action.
- Amplify diverse voices: Ensure that historically marginalized groups are equitably involved in decision-making processes.
- Balance global and local: Implement inclusion and belonging strategies that are globally consistent, yet locally relevant.
- Embrace a multigenerational approach: Address the unique needs and expectations of employees across all generations.
- Turn fear into fuel: Address inclusion and belonging resistance head-on by holding people accountable for non-inclusive behavior.
Facilitate Data-Driven Storytelling
Data can be dry, but stories are captivating. To truly move the needle on inclusion, we need to become data-driven storytellers. This means weaving compelling narratives around the numbers, bringing the human impact of inclusion to life. Instead of just reporting statistics, showcase individual stories, highlight lived experiences and illustrate the “why” behind the data. When we connect data to real people and their journeys, we create empathy and understanding, inspiring action and driving real change. Tools like data visualization and interactive dashboards can help us paint a vivid picture, making complex information accessible and engaging for everyone. Remember: Data informs, but stories transform.
Amplify Diverse Voices
To build truly inclusive workplaces, we need to go beyond just having diverse voices at the table—we need to ensure they’re heard. Amplifying diverse voices means actively creating space for those who are often marginalized and overlooked. This requires conscious effort to challenge dominant narratives, dismantle power imbalances and provide platforms for historically marginalized groups to share their perspectives. Encourage diverse employees to participate in meetings, lead projects and contribute to decision-making processes. Implement mentorship programs and sponsorship initiatives to elevate their visibility and provide opportunities for growth. Foster a culture of psychological safety where everyone feels comfortable speaking up and sharing their unique experiences. True inclusion is about ensuring all voices are valued and contribute to shaping the organization’s future.
Balance Global and Local
Organizations today operate in diverse sociopolitical climates. Inclusion and belonging strategies must balance universal values with local contexts. In Coqual’s report Out in the World, the “embassy model”—creating safe spaces within local offices—is a powerful approach. Co-creating inclusion and belonging strategies with regional teams ensures respect for local nuances while advancing global inclusion and belonging standards.
Embrace A Multigenerational Approach
In today’s workplace, we have five generations collaborating—each with unique perspectives, values and experiences. To truly foster inclusion, we need to embrace a multigenerational approach. This means recognizing that a one-size-fits-all strategy won’t cut it. We need to understand the specific needs and preferences of each generation, from Gen Z’s desire for purpose and flexibility to Baby Boomers’ wealth of institutional knowledge. Mentorship programs that pair individuals across generations can foster mutual learning and break down stereotypes. Flexible work arrangements, diverse communication styles and tailored development opportunities are key to creating an environment where everyone feels valued and respected, regardless of their age. By embracing the richness that each generation brings, we can unlock a powerful synergy that drives innovation and success.
Turn Fear Into Fuel
Inclusion is change and change can be scary. Inclusion work often brings up uncomfortable emotions like fear and vulnerability. But instead of shying away from these feelings, we need to turn fear into fuel. Acknowledge the discomfort, lean into the vulnerability, and use it as a catalyst for growth. Fear can signal that we’re pushing boundaries and challenging the status quo, which is essential for progress. Create a safe space for open dialogue, where individuals can express their concerns and learn from each other. Encourage courageous conversations, where people feel empowered to speak their truth, even when it’s difficult. Remember that growth happens outside of our comfort zones. By embracing fear and vulnerability, we can unlock transformative change and create a truly inclusive workplace.
The journey towards a truly inclusive workplace that prioritizes belonging requires a multi-faceted approach. By facilitating data-driven storytelling, amplifying diverse voices, balancing global and local, embracing a multigenerational approach and turning fear into fuel, organizations can create environments where every employee feels a sense of belonging and can thrive.