This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
This product (Core Indicators of Inclusion) is a 25-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately upon purchase.
Diversity and Inclusion (D&I) involve actions beyond policies, programs, or headcounts. When looking at D&I superficially at an organizational aggregate level, organizations may appear to have strong Diversity representation. However, if we look more closely, we see issues of Inclusion.
For instance, there are a lot of organizations where there are women employees, but none or extremely few of them are managers. In many other cases, there are organizations that will have a good representation of employees of color overall, but all of them may be in the same department.
Such organizations can be said to have Diversity, but as far as Inclusion is concerned, they lack severely. Many organizations that have made good strides towards Diversity still fall quite short when it comes to Inclusion.
Diversity pertains to representation of races, ethnicities, and other minority groups in an entity or in other words the make-up of an organization. Inclusion on the other hand, represents the degree of value given to inputs, existence, and viewpoints of various groups of people and the extent of their integration in a setting.
Inclusion is innately hard to measure. This PowerPoint presentation highlights issues related to D&I in organizations. It discusses 3 core indicators of Inclusion that give a good idea of how Inclusive an organization is. These 3 indicators of Inclusion are:
1. Equality
2. Openness
3. Belonging
Within this Diversion & Inclusion PPT, we also discuss 2 additional indicators on D&I and present statistical findings on employee sentiment as expressed through employee surveys.
This presentation also includes various slide templates depicting the 3 core indicators of Inclusion, which you can leverage for your own business presentations.
The presentation also delves into the negative sentiment surrounding Equality, Openness, and Belonging across various industries. It provides actionable insights for leaders to address these challenges effectively.
This PPT slide presents an overview of the significance of inclusion in the workplace, emphasizing its growing importance alongside diversity. It highlights that while there is a focus on inclusion, the complexities surrounding its various facets are not fully understood. The text notes that diverse settings—encompassing multiple nationalities, races, genders, and sexual orientations—may exist,, but true inclusion requires acknowledging and valuing the perspectives and influences of all individuals involved.
A key point made is that employees’ experiences of inclusion are crucial and supported by various studies. However, there is a disconnect; employees' perceptions do not always align with their organizations' official commitments to inclusion. This misalignment suggests a gap that leaders need to address to foster a genuinely inclusive environment.
The slide also touches on the challenges of measuring inclusion and workplace culture. It indicates that these aspects are inherently difficult to quantify, presenting a significant challenge for executives striving to enhance their organizations' inclusivity.
On the right side, McKinsey's analysis of employee reviews from 2017 to 2019 is summarized, focusing on 3 core indicators of inclusion: Equality, Openness, and Belonging. This analysis evaluated sentiment—positive, negative, and neutral—regarding diversity and inclusion across various firms in the financial services, technology, and healthcare sectors. This structured approach provides valuable insights into how employees perceive their workplace environments, which can guide organizations in improving their inclusion strategies.
This PPT slide presents a sentiment analysis focused on Diversity and Inclusion (D&I), highlighting employee perceptions based on a McKinsey study. It reveals a stark contrast between sentiments towards Inclusion and Diversity. The data indicates that only 29% of employees expressed positive sentiments regarding Inclusion, while a significant 61% reported negative feelings. This disparity suggests that while Diversity may be viewed more favorably, Inclusion is perceived as lacking.
The slide breaks down sentiments into several categories: Diversity, Leadership, Inclusion, Openness, and Belonging. Each category features a percentage indicating the level of positive sentiment. For instance, Diversity stands at 31% positive, while Leadership is somewhat better at 56%. However, Openness and Belonging show concerning figures, with only 44% and 32% positive sentiments, respectively.
The accompanying notes emphasize critical insights. Leadership and accountability are highlighted as areas with numerous negative comments, indicating a potential gap in how leadership addresses D&I issues. High levels of negative sentiment around Equality and Fairness of opportunity are also noted, suggesting that employees feel these areas are not adequately addressed.
The findings underscore a pressing need for organizations to take more decisive actions to enhance their D&I initiatives. The data points to an opportunity for businesses to reassess their strategies and implement more effective measures to foster a truly inclusive environment. This slide serves as a compelling call to action for leaders to prioritize D&I and address the evident gaps in employee sentiment.
This PPT slide focuses on the concept of "Openness" within organizational culture, highlighting both its positive and negative aspects as perceived by employees. It defines Openness as a culture that fosters mutual respect and esteem among employees while addressing issues like prejudice and micro-aggressions. Positive feedback centers on the values of Respect and Trust, which employees deem essential for a healthy work environment.
Conversely, the slide reveals significant negative sentiments, particularly concerning bullying and micro-aggressions. Notably, the Technology sector exhibits the highest level of negativity at 56%, with Healthcare and Finance also reflecting considerable discontent. This suggests that while some sectors may promote Openness, others struggle with its implementation, leading to a toxic work atmosphere.
The slide lists common complaints that illustrate the challenges of fostering Openness. Employees express concerns about backstabbing and an exclusive culture that stifles diverse opinions. The lack of communication and rampant rumors contribute to a stressful work environment, indicating that organizations need to actively combat these issues to improve employee morale.
Companies that successfully integrate Openness tend to create more favorable working conditions, encouraging dialogue and feedback. This suggests that leadership plays a crucial role in shaping perceptions of Openness. Leaders must be aware of their influence on these dynamics to cultivate a more inclusive and supportive workplace. Overall, the slide serves as a critical reminder of the dual nature of Openness and the importance of addressing its negative elements to enhance employee satisfaction and engagement.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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