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December 21, 2018 | Report
New research by The Conference Board describes where companies are today in meeting these challenges and what they can do to define and measure inclusion more effectively.This research was conducted through interviews with D&I leaders, subject-matter experts, and leading human capital analytics professionals at Microsoft, Jones Lang LaSalle (JLL), Jabil, Hilton, DowDuPont, Skanska, Bristol-Myers Squibb (BMS), and other companies.
Companies that create more inclusive workplaces do so, among other reasons, because they believe it will lead to increased innovation, productivity, and employee retention and engagement. To do so, however, they must first define inclusion clearly, without giving in to superficiality and, second, measure inclusion and hold people accountable for making progress. New research by The Conference Board describes where companies are today in meeting these challenges and what they can do to define and measure inclusion more effectively.
Based on definitions collected from companies and inclusion experts, this report provides a more nuanced definition than popular inclusion catchphrases:
In an inclusive workplace, everyone feels respected and valued for being who they are; people trust that they can speak up and be fairly treated; and they share a sense of belonging. Inclusion is not a steady state. It is continuou
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