Sustainability, HR, and DEI professionals strive to create workplaces where everyone feels they belong. But how can one determine if one’s organization is truly inclusive? How can one understand the full spectrum of diversity, including dimensions not visible to the eye? And how can one make a compelling case for DEI work? These questions are at the core of conversations we at Includia have had with organizations as part of the State of Inclusion 2024 survey initiative.
Do we have a full picture of inclusion?
A common concern we’ve heard is whether employee engagement surveys genuinely measure inclusion. While many organizations include DEI questions in these surveys, the results often don’t tell the full story. True inclusion means that all employees, regardless of their background, feel respected, valued, and empowered to bring their full selves to work. Yet, most traditional surveys fail to capture the unique challenges faced by minority groups. There’s a real risk that experiences like microaggressions or discrimination get overlooked, as minority voices are diluted in broader results. To truly assess inclusion, it’s essential to specifically capture the experiences of underrepresented groups.
Are we more diverse than we think?
Many leaders have assumptions about how diverse their organization is—who their employees are and which groups might be missing. But as we’ve learned through the State of Inclusion initiative, diversity is more than what meets the eye. It’s not just about visible differences but also about hidden dimensions, such as neurodiversity, sexual orientation, or linguistic diversity, that often go unrecognized. By asking employees about their identities, organizations can uncover aspects of diversity they may not have previously acknowledged. The State of Inclusion results help challenge assumptions and broaden the understanding of what diversity truly looks like in the workplace.
How do we build internal buy-in for DEI?
A common theme we hear from DEI professionals is the challenge of gaining buy-in from key stakeholders. DEI practitioners often have a deep understanding of these issues, built over years of observing, discussing, and researching—but turning that understanding into action can be difficult. Effective DEI initiatives are often data-driven. Using data from your own organization can clearly demonstrate where change is needed, providing validation for DEI efforts and setting a clear direction for future work.
Can we ask employees about their identities, and how will they react?
A significant concern for many organizations in Finland is how to safely and ethically ask employees about their identities without causing discomfort. We’ve discussed legal and privacy considerations, and shared examples of organizations that have successfully navigated these challenges. Participants in the State of Inclusion survey found that asking about minority identities was not met with resistance, but rather appreciation. Employees saw it as a positive step toward building a more inclusive workplace. These discussions have reassured many that, when done correctly, asking about identities signals care for all employees and a genuine commitment to inclusion.
If your organization is ready to take a data-driven approach to understanding your current state of inclusion, it’s not too late! By signing up for the State of Inclusion by Friday November 8th, you can join a group of over 20 000 employees leading the way in amplifying minority voices and accelerating the change towards a more inclusive work life.
Jonna Louvrier
Founder & CEO, Includia Leadership
jonna.louvrier@includia.fi
Includia Leaderhip is FIBS’ diversity and inclusion Partner 2024
