The Value of Inclusive Culture

As social awareness continues to increase around the world, businesses are putting forth a greater effort toward building a diverse workplace. Studies done by Catalyst and Deloitte show that the most successful companies get there by deconstructing their policies and processes at every level and function in a transparent consistent and considerable way. Simply put, the business case for diversity is also the business case for inclusion. Engraining DEI structures into the foundation of any business require more than simply setting employee demographic targets and instead relies on an inclusive culture and equitable organizational structures that improve the overall employee experience and productivity of teams and individuals.

Businesses need to continuously cultivate a culture of learning, sharing of experiences, and, support inclusive practices. By laying this groundwork, organizations are able to see the value in implementing inclusive policies in an effort to remain competitive, increase revenue and improve market value. AT Holistic we strive to support organizations like yours by using data to drive your DEI initiatives and create a stronger, happier, more inclusive workplace for everyone.

• Why Data? (Blog or page link)

• Case Study: How Inclusion Improves Leadership (Needs to be created)

• Who’s Doing it Well (should link to all the blogs)

Workplace Diversity over the Years

Text to describe the timeline above- link a pdf version of the doc

What are the results?

Surface Level: Financial Value and Diversity

According to McKinsey’s 2019 report, Diversity Wins How: Inclusion Matters, of more than 1000 companies over 15 countries, there is a correlation between a company’s financial success and the diversity of their leadership teams. However, in a study of 1,609 leading firms across 35 countries and 24 industries, researchers found a positive correlation between gender diversity and productivity, but only in contexts where there is a widespread belief that gender diversity is essential. (expand)

Organizations with an inclusive culture are: 

• 2x as likely to meet or exceed financial targets 

• 3x as likely to be high-performing 

• 6x more likely to be innovative and agile 

• 8x more likely to achieve better business outcomes
  

Catalyst, Why Diversity and Inclusion Matter: Financial Performance examines studies conducted by several economic institutions and research analyst —- (expand & add holistic data if we have it)

Going Deeper: Inclusive Culture

What drives the financial value of diversity is not just diversity itself, it is the culture of acceptance and inclusion that fosters success within a diverse environment. An inclusive culture consists of both individual and group experiences, including one-to-one and team interactions as well as influence from business leaders.

When leaders are viewed as inclusive: 

• 70% increase in individual feelings of inclusion

• 17% increase in team-performance

• 20% increase in decision-making quality 

• 29% increase in team collaboration
  

Harvard Business Review Research: Adding Women to the C-Suite Changes How Companies Think Research has shown that firms with more women in senior positions are more profitable, more socially responsible, and provide safer, higher-quality customer experiences — among many other benefits. (stat to site)

we found that after women were appointed to senior positions and firms began to exhibit higher levels of both open to change and aversion to risk, firms reported an average 1.1% increase in R&D investments — and the average total R&D investment of the companies in our sample was $6,538 million, so a 1.1% increase is substantial. (stat to site)

Leading with Transparency

In an age where technology and information are at many people’s fingertips, it is more important than ever to lead with inclusive language and transparent, unbiased communication.  Our Holistic Public Facing Report presents real-time information on DEI metrics based on data from our Full Holistic Analysis we analyze and you choose to share.

At Holistic, we understand that while workplace culture can be led by leadership, it is undoubtedly built by people and strengthened by inclusive practices and equitable experiences.

Holistic’s Impact

We’ve been proud to work with and represent organizations from a broad spectrum of cultures, sectors, and focuses in an effort to gain insight on best practices at every stage of the DEI journey. Our methodology serves as a support to create the foundation of your DEI strategy but we encourage organizations to not just look at these policy changes as a pathway to financial success but as a way to improve people's experience and build innovative solutions for sustainable growth.

By analyzing quantitative and qualitative information from your employee base, Holistic creates measurable benchmarks to contextualize DEI progress and provide an objective understanding of your employee experience. We measure hiring pipeline data including applicant demographics and application progress, active employee demographics, compensation, promotion, and tenure data. Organizations can utilize employee engagement surveys and focus groups to incorporate sentiment data into the overall findings.

Stats we have on how our clients improved/link tool or product

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