Guidelines for Building a Culture of Inclusion & Belonging

Did you miss the live webinar? Watch the recording now and explore the related eBook.

Diversity, equity and inclusion (DE&I) is about bringing together all employees and their various perspectives, experiences, and backgrounds to create an environment in which everyone feels welcome, safe and comfortable enough to bring their whole selves to work. When this is done effectively, it can lead to increased employee well-being and improved business results.

BrightPlan recently hosted a webinar featuring guest speaker and Future of Work Analyst at Forrester, Jonathan Roberts, and Neha Mirchandani, CMO and Head of People at BrightPlan. Jonathan shared the importance of building a culture of inclusion and belonging with guidelines to follow, and Neha highlighted tangible case studies on how forward-thinking companies are cultivating a culture of care.  

Here are some key takeaways from the session:

Companies Focused on DE&I Realize Better Results

Companies focused on DE&I, inclusivity, and belonging report better business results, a stronger brand, larger customer base, and reduced employee turnover. Some key metrics include:

• More talent: 76% of job seekers value diversity when choosing an employer. When a company prioritizes DE&I, it signals a positive employee experience.  
• Better talent: According to BetterUp, employees with a strong sense of belonging report a 56% higher level of job performance. 
• Less attrition: Belonging increases employee engagement and commitment and is associated with a 50% reduction in turnover risk.

Employee Well-being is Critical to Belonging

According to Achievers Workforce Institute, employees who feel supported on their overall well-being (physical, mental, financial and social) are 2.5 times more likely to feel a strong sense of belonging and more likely to be engaged, productive, and resilient. An inclusive workplace supports employee well-being through its positive effects on employee self-esteem, enhanced career progression, social connectedness, and belonging.

Financial Wellness is Tightly Connected to DE&I

Finances are the biggest source of stress for employees. For many employee populations, the reasons for this are systemic. Financial wellness programs are one way to help address historical inequities that many underrepresented communities still face today. Not only will doing so have a direct and exponential impact on the employee, their families, and their community but it can also result in increased engagement and belonging, a reduction in workplace stress and more favorable recruitment and retention outcomes.

DE&I Programs Can Fail Without Proper Execution

Many times, DE&I programs are ineffective because they’re treated like a separate project or initiative as opposed to a commitment within business and workforce operations. When DE&I is misplaced in that way, there may be gaps in commitment, mixed messaging, and overall skepticism. DE&I needs to be incorporated into how organizations do business. The more integrated it is into the culture, the more successful it will be.

Building a culture of inclusion and belonging is critical for employee well-being and will go a long way in creating a workplace in which employees can thrive, ultimately leading to better business outcomes.

To learn more, watch the on-demand webinar and explore the related eBook.