10 Metrics & Strategies to Increase Inclusivity in the Workplace

inclusivity

I’d say we’ve all heard of the metaphor of the “glass ceiling”, right?

Here is a definition for those who need some clarification:

“Artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions.” –

U.S. Department of Labor

The term became popularized in the 80s/90s where it was commonly used to describe the professional challenges women faced during that period.

Despite the advancements made in women’s rights since the 1980s, the metaphor of the glass ceiling is still very much valid today. Not just for women, but for minority groups and individuals as well.

Fortunately, we appear to be moving in the right direction when it comes to inclusivity in the workplace. 80% of employees consider inclusion to be an essential factor in choosing an employer and 69% of executives rate diversity and inclusion as an important issue.

But, what does it take to create a sense of inclusivity in the workplace?

In fact, what does inclusivity actually mean? And, how does it differentiate itself from diversity?

This Process Street blog post hopes to answer these questions (and more). Keep scrolling for an introduction on workplace inclusion and ten actionable strategies and metrics that’ll help to increase inclusivity within your organization or line of work.

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