Inclusion occupies a prominent place in management discussions today. This is due, in Inclusive business: Buzzword part, to uk telegram data societal developments that place greater value on equity and representativeness. Is this simply a passing fad or a genuine area of growth for businesses? We analyze this social phenomenon.
Inclusion in business: what does it mean exactly?
An inclusive company is an organization that:
- Actively values individual differences (gender, age, origin, sexual orientation, disability, etc.).
- And creates an environment where each person feels respected and can fully contribute to the operation and development of the company.
Beyond the simple presence of varied profiles, it therefore implies a corporate culture where everyone can flourish professionally without encountering obstacles linked to their identity.
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Diversity and inclusion are important in business. Diversity refers to the demographic makeup youtube backlinks: how to get legitimate links from the video giant
of the workforce, while inclusion represents the organization’s ability to truly embrace these differences and enable everyone to contribute fully.
A company can be diverse without being inclusive if different profiles do not benefit from the same opportunities for development.
For further information, see our article on the complementarities between diversity and inclusion.
Inclusion in the workplace: just a passing fad?
In recent years, inclusion has become a ubiquitous term in corporate communication.
New generations of talent, particularly sensitive to these issues, demand working environments that are more respectful and representative of society.
According to a Glassdoor survey, 76% of employees consider diversity and inclusion to chine directory be essential criteria when choosing an employer. So, we’re far from just a passing fad!
This “sudden” popularity nevertheless raises the question of the authenticity of the approaches.
Some companies adopt an inclusive discourse… without profoundly transforming their practices, which is more akin to “diversity washing .” Thus, superficial initiatives—such as the occasional celebration of symbolic events without structural change—quickly reveal their limitations.
Typically, many companies hold an annual “Diversity Month,” but without systemic transformation of the organization, there are no tangible results.
Inclusion, a real lever for performance
Less turnover, more cohesion
Diverse teams bring varied perspectives, fostering the emergence of creative solutions and a better understanding of customer needs in their plurality.
An improved work environment results in increased employee engagement , as employees feel valued for their skills rather than judged on personal characteristics. Trust and a sense of belonging strengthen team cohesion and reduce turnover.
In terms of talent attraction and retention, inclusive organizations are much more competitive . They access a wider pool of candidates and increase team loyalty. This reduces recruitment and training costs in the process!
The impact on financial results
Studies clearly demonstrate the positive impact of inclusion on outcomes.
In 2022, a study conducted by McKinsey reveals that companies with the most ethnic and gender diversity are 36% more likely to achieve above-average financial performance.
At Sodexo, for example, units with a better gender balance in management record 23% higher revenue growth than others.
The correlation between diversity, inclusion and financial results can be explained in particular by three elements:
1. A better understanding of the markets
2. A strengthened capacity for innovation
3. And more effective risk management.
Inclusive businesses generally make more informed decisions thanks to the multiplicity of perspectives.
How to implement a real inclusion policy?
First, management commitment is crucial to anchoring inclusion in the corporate culture. This policy must be translated into concrete and measurable objectives, integrated into an overall strategy.
Next, the company must rethink recruitment and talent management to seek to neutralize often unconscious biases, including:
- Diversification of sourcing channels
- Anonymization of CVs
- Creating fair and transparent career paths
Finally, recruitment teams must be trained and made aware of unconscious bias . This will enable them to adopt more inclusive behaviors on a daily basis.
Swiss leaders’ commitment to diversity.
Faced with challenges to diversity policies by some international companies, the Swiss business world is taking a stand. In January 2025, 61 French-speaking business leaders, including Bernard Girod (Serbeco), Didier Siegenthaler (CSD Ingénieurs), and Patrick Bertschy (Romande Energie), signed an open letter affirming their commitment to an inclusive work environment. These leaders emphasize that diversity is a true driver of performance and innovation. They all point out that organizations that promote diversity make more informed decisions, are more creative, and attract the most qualified talent.
