Building an Inclusive Workplace


One of the key questions facing companies today is how to build a work culture that embraces a diverse workforce and leverages its unique strengths. While the number of women in senior leadership is improving, a majority of companies still have trouble building an inclusive workplace. Women of color remain far behind White men in all areas of leadership, from entry-level to C-suite.

Fortunately, there are a number of strategies that companies can implement to promote inclusion. These include creating a diverse workforce and recognizing leaders. Companies also need to create a culture where all members of the team feel valued and encouraged to take initiative. In addition, a healthy work-life balance can help keep employees engaged.

The Pew Research Center recently commissioned a study that examined women’s representation in corporate America. Their report, the Women in Leadership Report, draws on a variety of data sources to provide a comprehensive overview of women in leadership in the U.S. It documents trends over time.

The report found that one in four women are considering leaving their current positions. This is a serious problem in the face of an emerging pandemic of burnout. Compared with men, women are more likely to experience burnout. Additionally, double-Ounces, or those who have children, are more likely to suffer from the aforementioned burnout.

While the Women in Leadership Report does not cover every company in the U.S., its survey of more than a thousand executives uncovered some striking trends. For example, women are more likely than men to make the right management decisions. They are also more likely to recognize the importance of diversity. But while these positive statistics may indicate a brighter future for women in the workforce, a number of challenges linger, including discrimination and workplace bias.

While a majority of Americans believe that women have more to offer slot demo when it comes to politics and business, the electorate is not yet ready to place more women in top-level leadership positions. Nonetheless, the report reveals that the right kinds of leadership can make a big difference for a company. Specifically, women have a better chance of leading the way in innovation, compassion, and other areas.

Another notable fact is that women are more likely to be allies to women of color. That’s especially true at the senior-level where women are twice as likely to devote time to DEI (diversity, equity, and inclusion) work than men.

However, despite the fact that women are putting themselves in positions of power, their actual contributions are not recognized. A large percentage of employers do not recognize women in the leadership sphere. And even those that do, the data suggests that they do so infrequently. Thus, it is up to women to prove themselves to be more than just a number.

Despite the impressive progress made by women in the workplace, corporations risk losing the best and brightest if they do not make a commitment to inclusive workplaces. Ultimately, companies must be able to demonstrate that they value the contributions of women and their unique strengths.