How perceptions of inclusion affect performance at work

Of course, everybody wants to feel like a part of the team – and here’s how those feelings of inclusion affect the bottom line

How perceptions of inclusion affect performance at work
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ting to make employees more innovative? Then make sure they feel included, shows new research from nonprofit business organization Catalyst.

The group surveyed more than 1,500 employees across six countries to discover the way that perceptions of inclusion affect employees’ contribution to innovation at their companies. To measure innovation, they asked about whether employees identified opportunities for new products and processes, and whether they tried out new ideas and approaches to problems.

In every country, Catalyst found that employees who felt included were more likely to report that they also innovated – although different countries were affected to differing extents.
  • Australia: employee perceptions of inclusion account for 22% of innovation
  • China: employee perceptions of inclusion account for 78% of innovation  
  • Germany: employee perceptions of inclusion account for 21% of innovation
  • India: employee perceptions of inclusion account for 62% of innovation
  • Mexico: employee perceptions of inclusion account for 51% of innovation
  • US: employee perceptions of inclusion account for 19% of innovation
“Characteristics like humility and courage are absolutely essential for creating more inclusive, dynamic workplaces around the world, where women and men can advance and thrive,” said Catalyst CEO Deborah Gillis. “This report shows that small moments can have a big impact on innovation, performance and productivity. Leaders must be mindful of what makes employees feel included, and excluded, and develop skills that can help their companies attain inclusion for the long term.”

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