New research – How do employees feel about inclusion in the workplace?

Our infographic about inclusion at work uses survey data and external benchmark data to understand how people feel about belonging at work and whether this varies between different demographic groups.

When we look at the data from Diversity and Inclusion surveys, we start to see a difference in the experiences of UK Black & Asian employees compared to UK White employees. People from more diverse backgrounds don’t have the same sense of belonging at work.

How can organisations measure belonging?

To help organisations measure and act on Diversity and Inclusion in the workplace, People Insight developed a Diversity and Inclusion framework that we call BELONG. 

Similarly to our employee engagement surveys, the BELONG model uses 3 outcome measures to assess how diverse and inclusive employees feel your workplace is:

1. People with backgrounds like mine are able to succeed here  
2. I feel like I belong here  
3. I feel I can be my true self at work  

The difference between Diversity and Inclusion in the workplace

Before implementing Diversity and Inclusion initiatives in the workplace, it’s important to understand the difference between the two concepts. Simply put, Diversity relates to having a unique workforce built of different individuals, while inclusivity relates to the feeling of belonging. 

Diversity means taking into account the differences between people and valuing these differences. When considering diversity in the workplace, we’re thinking beyond what people look and sound like. It’s about a place where people of different backgrounds, identities and abilities gain respect and can interact with others, free from bias. At People Insight, we measure diversity at work through an employee’s ability to be their true self.

Inclusion, on the other hand, is about creating an environment where everyone feels valued. Employees feel involved in what’s going on, and like they have the ability to contribute ideas. This often comes down to how organisations encourage inclusive behaviours and working inclusively. At People Insight we measure inclusion at work through an employee’s sense of belonging. 

How to measure belonging at work

The Diversity & Inclusion research we are conducting with organisations highlights that the sense of belonging is becoming a more important key driver of employee engagement.

There can be confusion around what we mean by belonging at work. We define it as when employees can truly be themselves; feel welcome at their organisation; and feel like they can bring their full perspectives to work.

“Belonging is when employees truly buy into the notion that they are welcome to bring their full perspectives and true selves to the table.” Alice H. Jones, Inclusion Consultant Network (ICN)

People Insight recommend using the Diversity and Inclusion survey question, “I feel like I belong here” to identify whether organisations are creating the right environment for employees to feel this way.

We are already seeing differences in responses to this question across demographic groups. Employees from diverse backgrounds are not having the same experience at work.

Our latest webinar explore how organisations like Crown Agents Bank are taking action to create more inclusive workplaces. Catch up on the recording below.

Changes that can improve Inclusion at work

We’re starting to see key trends in the actions organisations are taking to build more inclusive workplaces. < For example,

1. Leaders are developing more support for Diversity and Inclusion and championing these behaviours. /b>For instance, senior leaders are listening more to how employees think and feel and showing empathy for their experience. Greater action is needed however to cascade this same messaging and sentiment across the organisation – particularly for line managers.  
2. Develop a diverse talent pipeline. We’re seeing a lack of diverse representation across organisations. Organisations with a global footprint may be geographically diverse, but this doesn’t mean they have achieved diversity in the workplace. Employee feedback tells us that change is needed however they recognise this isn’t a quick fix. Instead, organisations should improve their Learning & Development programmes in order to nurture a diverse talent pipeline for future roles.  
3. Progress has been made to address the gender gap but more behavioural change is needed. The gap between men and women’s experience at work has grown smaller. However, the latest Diversity & Inclusion data shows that women and/or witness’ of women in Senior roles feel that they have a quieter voice, and feel they have fewer development and progression opportunities. These may not be the result of overtly exclusionary behaviours, rather not-inclusive behaviours shown around the table. Resolving this comes down to encouraging individuals to reflect on their own behaviours and biases and make micro-adjustments to be more inclusive. 

How inclusive is your organisation? Assess D&I for all employees today

People Insight help organisations of all sizes and sectors measure D&I and use the insights to create a more inclusive workplace for employees from every background.

Fast and flexible D&I surveys

• Real time actionable survey results in our easy to use dashboard so your organisation can rapidly respond to feedback.

Pivot between all your survey insights in one platform

• Assess your organisation’s health effortlessly including Engagement, Diversity and Inclusion, Managing Change, Wellbeing or other ad hoc surveys – all in one place.

People Insight’s Diversity and Inclusion surveys, expert consultancy and action planning support can help you build more diverse and inclusive places to work. Get in touch with us today to book a demo.