Why Inclusion Matters More Than Ever Today?
Key Highlights & Thoughts of the Week
Inclusion is not tolerance; it is trusting those different from you.
- Creating a culture of inclusion retains top talent
- Inclusion and diversity speakers stress that people stay where they feel valued
- Businesses that invest in inclusion see higher performance & engagement
Takeaways
- Want to learn more?
- Join our Spike Sparks Community and stay updated!
Introduction
My great friend, Laszlo Bock, the former Senior VP of People Operations at Google, once shared a brilliant insight on how Google treats its people: “Empowering employees, even in a time of flat wages, you can still make work better, make people happier; it’s when the economy is at its worst that treating people well matters most.”
In today’s adverse macro-economic environment, there’s a new trend happening in businesses across the United Kingdom and the United States. We’re experiencing high interest rates, low unemployment, but a high mobility of talented people. Many of the most talented professionals are still looking to move into a tight job market. How do we best keep hold of them?
The Retention Challenge in a Competitive Job Market
Far too many businesses are finding themselves left with no option but to counter-offer the package that their top people have been offered to join someone else. No business wants to find itself in a financial bidding war. If retention comes down to salary alone, the employee already has one foot out of the door.
There are now smaller businesses vying for the same talent pool as larger companies. Salary is no longer the key driver for retention – it’s about values, workplace culture, and inclusion. Companies that foster a strong inclusion workshop environment find it easier to retain employees.
The Four Key Factors That Keep People Engaged
Leaders must empower and trust their colleagues, creating an environment where they can bring their authentic selves to work without being judged or forced to ‘fit in.’ For most, this is the most compelling reason to stay.
The pace of change has never been this fast, and yet it will never be this slow again. Never have I seen the business landscape transform as quickly as it has in the last few years. Along the way, I’ve noticed four things that people seek above all else:
- Continuous learning
- Clarity in their role and future prospects
- Trust in leadership
- A greater purpose and sense of belonging
Many professionals seek an inclusion advisor who can guide companies in building cultures that make employees feel valued.
Beyond Salary: Why Inclusion Matters More Than Ever
There’s something to be said about vocational careers that embrace pride over salary. Teachers, for example, are one of the best examples of those who pursue a career that may not pay as well as others but is full of purpose.
Not so long ago, the NHS was in a similar place, until recent well-documented pressures and lack of resources began to unravel its impressive inclusive culture. Now, it has become an extremely hard place to work, with overworking and fewer resources impacting morale.
Studies show that employees are 9.4 times more likely to stay if they feel included. Inclusion has always been the right thing to do – but now, it’s also the smart thing to do. And yet, it remains one of the hardest things to achieve.
Lessons from the World of Sports: Chelsea vs. Liverpool
Look at what recently occurred between Chelsea FC and Liverpool FC over the Ecuadorian player, Moisés Caicedo. It looked like a snatch deal for Liverpool, whose owners were prepared to break the British record fee for the transfer. Yet, it was not a financial issue that tilted Caicedo’s move in Chelsea’s favor.
I believe Chelsea offered a more inclusive culture for South American players, considering their manager, Poch, is Argentinian. Chelsea had been in contact for months, prioritizing the player’s needs first – a prime example of what inclusion speakers emphasize in leadership.
The Role of Leadership in Inclusion
It’s vital for the leaders at the top to want an inclusive culture for it to be a success. I’ve seen several CEOs who are taking the lead – it’s one of the hardest but most rewarding shifts to make.
We all want to belong to a business that celebrates differences, is authentically supportive, fosters unconditional trust, and thrives on high performance. The leader’s job is to act and ensure their colleagues at all levels are empowered to reach their fullest potential.
Final Thought: Inclusion is Leadership
Can today’s leaders keep up with the pace of change? I strongly believe they can – but they can no longer do it alone. The business case for inclusion is that it retains talent and drives performance.
PS: To include everyone takes time, but shifting to an inclusive mindset only takes a moment.
Top Tips for Becoming an A-Player
- Always prioritize your people
- Be committed to your colleagues’ success
- Exceptional times demand extraordinary leadership
- Leadership no longer works without inclusion
- Stop forcing people to fit in at work
Further Reading & Learning
If you’re looking to create a more inclusive workplace, check out this insightful resource: Inclusion & Diversity Speaker Insights for expert perspectives and advice.
Engage With Us!
- Did you enjoy this article? Share your thoughts in the comments!
- Follow us on social media for more insights on leadership & inclusion.
