Inclusion often gets put in the "too-hard pile" because it's difficult for companies to measure. Leaders are often better at measuring diversity, but it’s harder to put numbers on how employees think and feel about their work. My colleague Ché Albowicz at McChrystal Group, and principal of McChrystal Group’s Team Science, has spent lots of time researching ideas for building and sustaining inclusive work environments. As I reflect on some of my ideas for measuring inclusion, Ché’s recent research on a network-centric approach to inclusivity is at the top of mind, and a must-read when making prioritization plans.
As Ché points out, diversity and inclusion are not directly correlated. While a company may be succeeding at increasing diversity, their employees, in turn, may be feeling increasingly isolated and undervalued. In my latest blog, I discussed the need for leaders to demonstrate deliberate behaviors to promote inclusion in their teams. As Che puts it, “an organization must also change its processes, mindsets, and culture,” in addition to increasing diversity, to build a truly inclusive environment. Addressing inclusion is a complex challenge, but I strongly believe that investing in employees and inclusivity is always worth the dollars spent. I know many success stories about companies improving their employee retention, customer relationships, and financial performance by nurturing inclusive environments for their employees.
Here are some questions to consider when measuring inclusion:
Has diverse hiring driven a more inclusive work environment?
Is that inclusive environment now driving better performance and outcomes?
Have you won more than you lost with your customers? (Inclusive teams win more than they lose; it's a fact!)
An inclusive environment often leads to more engaged employees. Employees are happier and more fulfilled when they can bring their whole selves to work and share ideas freely. As a result, inclusive companies experience higher retention rates and lower turnover. Imagine the time, money, and effort that would be spared on recruitment if retention were increased!
It’s also important to consider the impact on customer loyalty. People want to do business with someone they know and trust. When customers build relationships with employees, customer confidence and loyalty improve, which often leads to an increase in sales.
Leaders, consider these metrics when mapping out your priorities, and I guarantee you won’t regret putting inclusion on the list!
This blog is a part of a series on cultivating success by prioritizing inclusion, based on a recent conversation with Owen Daugherty, McChrystal Group's Communication Manager. Catch up on the series HERE!
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