- Isabella Lenarduzzi

Want to win the war for talent? What more evidence do you need that investing in inclusive leadership is an absolute MUST?

Do you still need more evidence that diversity and inclusion are crucial in Talent Management? In a race for talent, an inclusive culture can really draw people in and make them stay if it’s done right, according to the new 2017 Deloitte survey on more than 1,300 full-time employees.

Indeed, 75% of senior managers would consider leaving their jobs for more diverse and inclusive organisations, and 72% of all other employees said they would leave their company for another with better diversity initiatives and programmes. People want to work for organisations where they feel accepted, where they can be themselves. This, they say, is the most valued aspect of work culture to them. 33% of respondents who reported leaving jobs for a more inclusive culture say they left because they did not feel comfortable being themselves in their companies.

And if you want to hire the best, 80% of top talent respondents say inclusion is an important factor in choosing a new employer.

With the inflow of younger generations, an inclusive work culture is becoming even more critical. Younger generations place a higher premium on an inclusive culture: 30% of millennials surveyed said they have already left a job for a more inclusive culture at another organization.

And it’s the leaders that will make the difference: 32% believe senior leadership has the greatest impact on inclusion in the workplace. 71% value an organisation where the leadership consistently demonstrates inclusive behaviours over multiple inclusion initiatives but where leaders do not “walk the talk”. Companies will need to rethink their company culture and values, and promote inclusive behaviours – but also ensure their leaders are embodying them. And this starts with self-awareness before moving to successfully motivating and engaging diverse teams.