Why Does Inclusion Matter for Australian Workplaces?
Since 2017, DCA has been surveying Australian workers and each time our research shows inclusion is much more than a ‘feel good’ exercise. It creates a better work environment that is good for businesses and people.
A lot is at stake when workplaces are not inclusive
Our findings show a lot is at stake when teams, managers and organisations are non-inclusive. Non-inclusion significantly increases risk of discrimination and harassment, reduces team performance, and impacts employee wellbeing. Clearly, it pays to be more inclusive!
Non-inclusion diminishes performance
Workers in non-inclusive teams are:
- 10 times less likely to innovate than workers in inclusive teams
- 11 times less likely to be highly effective
- 6 times less likely to provide excellent customer/client service, and
- 4 times less likely to work extra hard
Non-inclusion reduces wellbeing
Employees in non-inclusive teams, with non-inclusive managers, and in non-inclusive organisational climates are significantly less satisfied and successful, more likely to leave their organisation, and to report work negatively impacts their mental health compared to those with inclusive teams, managers, and organisational climates.
Workers in non-inclusive teams are:
- 10 times less likely to be very satisfied with their job than workers in non-inclusive teams
- 4 times more likely to leave their current employer
- 4 times more likely to feel work has a negative or very negative impact on their mental health
- 5 times more likely to experience discrimination and/or harassment
Inclusion Benefits Everyone
It’s not just people from target or minority groups who are benefitting from D&I organisational efforts!
Using Aboriginal and/or Torres Strait Islander background as an example, we found that when organisations take action to create a more diverse and inclusive (D&I) workplace, it benefits both Indigenous and non-Indigenous workers.
In organisations taking D&I actions, similar proportions of Aboriginal and/or Torres Strait Islander workers and non-Indigenous workers:
- Feel they are a valued and respected member of their team
- Feel they belong as part of a team
- Are given recognition and credit when they contribute to their team’s success. and
- Are very satisfied with their job.
We consistently find this to be the case for people with and without disability, culturally diverse and non-culturally diverse Australians, men and women, and LGBTIQ+ and non-LGBTIQ+ employees. Clearly then, it’s not just people from under-represented groups who are benefiting from organisational D&I efforts.
