What to know about organizational culture change
Changing your company's culture requires strategy. You'll need to assess where you are, define your goals, mobilize allies, hold leaders accountable, and track progress. Outcomes might include improved employee engagement and productivity, increased industry competitiveness, and a workplace that better mirrors your organization’s goals and values.
Culture change must come from a genuine place
To attract, retain, and advance talent, organizations must prioritize inclusion as a core part of their identity, even amid potential backlash. Superficial gestures won’t suffice, as employees can tell when diversity efforts are performative—and they’ll leave if they are. Genuine inclusion policies, on the other hand, foster fairness, reduce discrimination, and earn greater employee support.
Organizations have room for improvement
53%
of employees say that people within their organization are held accountable for D&I.
37%
of employees say that their company displays fair organizational processes.
The business case for inclusive culture
Companies miss out on revenue by failing to deliver on inclusion. Accenture research shows a significant gap: employees report feeling excluded 10 times more often than leaders realize. Bridging this gap by half could boost global organizations’ revenue over $3 trillion.
