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About us

Inclusion Insights

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.

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New! 2019 state of inclusion survey

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New inclusion research reveals that there is a bias barrier in organizations today. While today’s workforce feels like they can be themselves at work and that their organization is inclusive, many report to experiencing bias frequently, often in subtle and indirect ways. What can organizations do to continue to advance their inclusive efforts and impact the daily behaviors and experiences of their people?

Explore the infographic below

Support your Black Workforce, now

Practical ideas for organizations and leaders to take action

Systemic racism and bias continue to plague our communities and workplaces and manifest in health care, education, criminal justice systems, and more. Now, more than ever, it is important for organizations and individuals to show up, speak out, and L.E.A.D. Read more on how to support your Black workforce and take action towards tackling racism in the workplace today.

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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.

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.

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Uncovering talent: A new model of inclusion

Widespread "covering" or 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.

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