Modern organizations recognize that to be leaders in their industry, they need a workforce that represents the society in which it exists. But while many companies are putting their best efforts into recruiting a more diverse workforce, it's the experience created for employees that will ultimately drive their success. To keep employees from all backgrounds engaged, leveraging their skill sets, and sharing their ideas, there must be a sense of belonging for all.

There's no one-size-fits-all approach or quick checklist for building diverse, inclusive teams. Even the most progressive companies are still figuring out how to create better systems and processes. And this sheds light on a greater truth: there is no end point to fostering inclusion; there will always be more to do, and more to learn. So the most important thing that any manager can do is see workplace diversity and inclusion as long-term projects, ones that will need continuous nurturing and dedication.

According Marc Pritchard, Chief Brand Officer with Procter & Gamble in his Forbes interview, "I think that the 5 billion people in the world who we serve are looking around and saying, 'We need to make sure that we leave this world in a better place,' and that has to come from the everyday household and personal care products that we use as well. So, we made a very deliberate decision to build things like sustainability and equality and inclusion into the business to make it part of how brands grow and part of the business model." Inclusion in the workplace is extremely important for any organization looking to build a strong sense of connection and belonging and an engaging culture.