An Inclusive Workplace: 4 Factors for Success

According to research by McKinsey & Company, the most important factors for creating an inclusive workplace are primarily the identity and actions of a company’s executives.

The report is based on data from a 2019 survey of 2,030 respondents who work for companies in a variety of industries. The researchers also tested 26 organizational practices and employee experiences to determine which factors are strongly related to an individual’s sense of inclusion.

Women are less likely than men to say that they feel very involved. Newcomers through vice presidents are less likely than executives to report that they feel very involved in their workplaces. and ethnic and racial minorities are less likely to say they feel very involved than non-minorities.

While LGBTQ + respondents are more likely to say they feel included, it may be because the survey sample for this group tended towards older employees.

About 44% of female respondents, 45% of ethnic or ethnic minority respondents, and 50% of LGBTQ + respondents said they chose not to pursue or accept a position because they believed the organization did would not be an inclusive workplace.

Inclusive Workplace Survey 2019, percentage of respondents who did not work due to a lack of inclusion

The researchers identified four key factors for employees who report a strong sense of inclusion in their workplace:

  1. Diverse, integrative leadership (an organizational focus on integrative leadership and various leaders in the organization)
  2. Meritocracy and initiatives to increase fairness (a meritocratic organizational culture and initiatives to increase fairness in performance reviews)
  3. Sponsoring (respondents receive at least one sponsor)
  4. Access to executives (content-related interactions between employees and executives that contribute to professional advancement)

Inclusion in the Workplace Survey 2019, Factors Associated with Feelings of Inclusion

About research: The report is based on data from a 2019 survey of 2,030 respondents who work for companies in a variety of industries. The researchers also tested 26 organizational practices and employee experiences to determine which factors are strongly related to an individual’s sense of inclusion.

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