» Building a foundation of respect - Part 13
Building a foundation of respect - Part 13
Research shows that an effective Respectful and Inclusive Workplace Program contributes to the bottom line
Better financial performance: In a global study across all business sectors, 90% of the executives reported seeing a connection between diversity and their company's success.
Higher brand loyalty: 71% of LGBT individuals and % of respondents idenfiying as allies consider a company's support for LGBT equality when purchasing.
Employees in a "speak-up" culture are three and a half times as likely to contribute their full innovative potential.
Leaders who give diverse voices equal airtime are nearly twice as likely as other leaders to unleash value-driving insights.
Pressing for progress
Research has shown that barriers – visible and invisible – in recruitment, retention, and promotion may be excluding well-qualified women from full participation in skilled trades careers. (See Blog #7 for more about barriers to women in skilled trades.)
It’s often difficult for organization leaders to see the barriers. In a study of 44 multinational firms, the Boston Consulting Group found that management often saw their diversity initiatives through "rose-coloured glasses." The study highlighted one company as an example: management believed that it’s promotion processes were transparent and neutral, but only 18% of women and 40% of men in the company believed their employer’s staffing processes were gender-neutral.