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Leading the conversation through innovative research
Through Deloitte’s innovative research, we are examining the current reality of inclusion in the workplace and key challenges that are impeding corporate America's efforts. Explore our findings below.
- Unleashing inclusion
- The millennial majority
- The millennial influence
Today’s workforce is seeking leadership for the future.
In our research report, Shift/Forward, we discovered that leadership styles should evolve to meet the expectations of today’s workers. Respondents were looking for the “Human CEO”–a leader of any seniority level who is able to balance hard and soft power traits.
Unleashing the power of inclusion
How can you advance inclusion? Organizations and the evolving workforce sometimes disagree.
How could your organization Unleash the Power of Inclusion? Every year, organizations allocate time, resources, and budget towards efforts to foster an inclusive culture—and interest is still increasing. Yet, from our survey results, we discovered that there often remains a disconnect between the expectations of today's workforce and inclusion in organizations.
The millennial majority is transforming your culture
The millennial majority is redefining and redesigning the way work gets done.
The millennial majority is transforming your culture. They are disrupting the status quo, and many are seeking purpose-driven work in their organizations. With their rising status as leaders combined with their work and development preferences, millennials are shifting the cultural norms for organizations today.
The radical transformation of diversity and inclusion: The millennial influence
There is a growing generational gap in how diversity and inclusion are defined in today's workplaces.
In our report, The radical transformation of diversity and inclusion: The millennial influence, we discovered that millennials are unique in viewing cognitive diversity as essential for an inclusive culture that supports engagement, empowerment, and authenticity—and they value inclusion as a critical tool that enables business competitiveness and growth. As millennials flood leadership ranks, their perspectives will demand a shift in traditional diversity and inclusion models.
What if the road to inclusion were really an intersection?
Traditional diversity and inclusion structures compartmentalize and prioritize certain aspects of identity over others.
How can leaders build inclusive cultures that leverage employee potential at work? It is time to refresh corporate efforts by taking an intersectional approach. This requires critically revisiting whether the existence of employee resource groups and targeted diversity programs are paradoxically non-inclusive.
Read more on multidimensional diversity.
Uncovering talent: A new model of inclusion
Widespread "covering" or a downplaying individual differences can hinder an organization from a truly inclusive culture.
In our report, Uncovering Talent: A new model of inclusion, we discuss how covering is a strategy through which individuals manage or downplay their differences. Nearly one out of every two respondents in our research covers at least one identity. Covering can prevent an individual from bringing their authentic selves to work and hinder an organization from creating a true culture of inclusion.