Is your company inclusive?

Man and woman looking forward.

Research suggests that diversity and inclusion drive employee engagement, which in turn results in a highly-rated customer experience. So, who doesn’t want a satisfied customer?

It’s all in the numbers! Here’s a snapshot of some statistics a gender-diverse, inclusive company can tout:

  • A 21% increase in profitability compared to those that aren’t inclusive. (McKinsey)
  • A 27% likelihood of creating longer-term value than those that aren’t inclusive. (McKinsey)
  • A 26% increase in team collaboration. (Gartner)
  • An 18% increase in team commitment with a 7% higher intent to stay put. (Gartner)

So, where do you start? Start at the executive level – that’s right. AT THE TOP. 

  1. Drive a diversity and inclusion vision so every employee takes ownership, in turn holding them accountable.
  2. Ensure underrepresented groups are treated with respect.
  3. Ensure equal treatment of employees in pay and opportunity and be transparent about pay.
  4. Look at your recruiting practices. Does your recruiting content, job descriptions, resume review… wreak of unconscious biases? If so, replace it with behaviors and words of inclusion and diversity. 
  5. Build gender equality into training and education, coaching, and mentoring. Managers, it’s imperative that all employees feel supported and respected.
  6. Offer work-life balance programs by providing flexible working arrangements, flextime and remote working. Some companies go as far as offering childcare!
  7. Build a positive company culture.
  8. Find out what motivates or troubles your employees, then take immediate action on feedback. This shows you’re listening.
  9. Be aware of your biases. We know it may be hard to do, as we tend to see others’ biases before our own.
  10. Acknowledge and support different views. Just because you may not agree doesn’t mean it’s not the best solution.
  11. Set metrics to see where you stand on employee retention and other diversity factors.

Take a look at what Forbes has to say about company inclusion and how companies can benefit from it. By implementing these best practices, you’ll be able to measure your progress towards diversity. Is your company gender-diverse and inclusive?

Posted on October 19, 2020. Categorized as .

Why is Career Start Different?

We successfully partner with businesses, job candidates, and community agencies to become a leading community resource for flexible workforce management.

Related Posts

Three warehouse workers in safety vests in a packaging warehouse.

Lower Turnover of Warehouse Employees Means Time and Money

March 8, 2021

It takes a lot of moving parts to run a successful warehouse. It’s not an easy gig. It requires efficiency, strong leadership, and constant improvements in operations. Daily challenges from late shipments, quality control & supply chain issues, and shipments not arriving, all prevent items from moving in and out on time.

Hands of many people high-fiving.

Probing the Mind of a Successful Female CEO Part II

February 16, 2021

Welcome back to the second in a three-part series delving into the mind of Lindsay McCutchen, our Founder and CEO. If you missed Part I, start there to read more about Lindsay’s take on culture in the workplace. Here, we will be sharing her views on leadership training, commitment and recognition.

Two people from staffing agency meditating on the grass in yoga clothing.

Recognizing & Addressing Mental Health Issues

January 18, 2021

Career Start, a Staffing Agency’s advice to Corporate America Being a staffing agency, Career Start gets to know our potential employees fairly well before we send them off to an employer. However, we don’t work side-by-side with them to know Read the full article…

Accessibility Policy