Why Inclusion Matters 

Inclusion is much more than a ‘feel good’ exercise – it creates a better work environment which fuels performance.

If you work in an inclusive organisation you are:

 
Inclusion is much more than a ‘feel good’ exercise – it creates a better work environment which fuels performance - see text description

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If you work in an inclusive organisation you are:

  • 5 times more likely to innovate
  • 3 times more likely to work extra hard
  • 3 times more likely to be highly effective than workers in non-inclusive organisations
  • 3 times more likely to provide excellent customer/client service

Innovation: My team looks for new ideas to solve problems (% always)

  • 10% - Workers in a NON-INCLUSIVE Organisational Culture
  • 47% - Workers in an INCLUSIVE Organisational Culture

Effort: I'm willing to work extra hard to help my team succeed (% always)

  • 24% - Workers in a NON-INCLUSIVE Organisational Culture
  • 67% - Workers in an INCLUSIVE Organisational Culture

Effectiveness: In my team we work effectively to meet work expectations (% always)

  • 17% - Workers in a NON-INCLUSIVE Organisational Culture
  • 60% - Workers in an INCLUSIVE Organisational Culture

Customer service: My team provides excellent customer/client service (% always)

  • 21% - Workers in a NON-INCLUSIVE Organisational Culture
  • 60% - Workers in an INCLUSIVE Organisational Culture

Inclusion also fosters employee satisfaction, success, and security.  

If you work in an inclusive organisation you are:

Inclusion also fosters employee satisfaction, success, and security - see text description

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If you work in an inclusive organisation you are:

  • 5 times more likely to be satisfied with your job than workers in non-inclusive teams
  • 3 times more likely to leave their current employer
  • 2 times more likely to receive regular career development opportunities
  • 2 times more likely to have been given constructive performance feedback

Satisfaction: I am very satisfied with my job (% strongly agree)

  • 12% - Workers in a NON-INCLUSIVE Organisational Culture
  • 65% - Workers in an INCLUSIVE Organisational Culture

Security: How likely is it that you will make a genuine effort to find a new job with another employer within the next year (% very likely)

  • 31% - Workers in a NON-INCLUSIVE Organisational Culture
  • 10% - Workers in an INCLUSIVE Organisational Culture

Success: I have taken part in at least one activity that helps my career development in the past 12 months (% yes)

  • 30% - Workers in a NON-INCLUSIVE Organisational Culture
  • 66% - Workers in an INCLUSIVE Organisational Culture

Success: I have been given feedback on my performance that I found helpful in the past 12 months (% yes)

  • 38% - Workers in a NON-INCLUSIVE Organisational Culture
  • 80% - Workers in an INCLUSIVE Organisational Culture

Inclusion Benefits Everyone

It’s not just people from target or minority groups who are benefitting from D&I organisational efforts!

Using disability as an example, we found that when organisations take action to create a more diverse and inclusive (D&I) workplace, it benefits both workers with and without disability.

In organisations taking D&I actions, similar proportions of workers with and without disability:

Inclusion Benefits Us All - see text description

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  • Were very satisfied with their jobs and significantly more so than workers in organisations where no action was being taken
  • Felt accepted by people in their team
  • Had the same opportunities of anyone else of their ability

Satisfaction: Overall, how satisfied are you with your job (% very satisfied)

  • 18% Workers with Disability in INACTIVE Organisations
  • 25% Workers without Disability in INACTIVE Organisations
  • 45% Workers with Disability in ACTIVE Organisations
  • 51% Workers without Disability in ACTIVE Organisations

Connected: I feel that I belong as part of a team (% strongly agree)

  • 15% Workers with Disability in INACTIVE Organisations
  • 31% Workers without Disability in INACTIVE Organisations
  • 37% Workers with Disability in ACTIVE Organisations
  • 41% Workers without Disability in ACTIVE Organisations

Progressing: I am given recognition or credit when I contribute to my team's success (% strongly agree)

  • 18% Workers with Disability in INACTIVE Organisations
  • 25% Workers without Disability in INACTIVE Organisations
  • 45% Workers with Disability in ACTIVE Organisations
  • 51% Workers without Disability in ACTIVE Organisations