The latest Women in the Workplace study found that almost two-thirds of women experience “microaggressions” (verbal, non-verbal and environmental slights targeted upon marginalized groups) at work. This discrimination isn’t always explicit. Oftentimes, these microaggressions present themselves as women having their judgment or expertise questioned, having to provide more evidence for their claims or being mistaken for a more junior position than they actually are. But there are steps that an organization can take to help minimize these microaggressions and build a more inclusive workplace. Laura Hamill, Ph.D., Chief People Officer and Chief Science Officer at Limeade, and HR writer, speaker, entrepreneur and podcaster, Laurie Ruettimann discuss: - The challenges women in the workplace face in 2019 - What is inclusion and why there is inherent tension - The importance of building inclusive workplaces for women and bringing your authentic selves to the table - What organizations can do to cultivate and build a more inclusive workplace

1. | © 2018 Limeade1
Women in the workplace:
THE IMPORTANCE
OF INCLUSION
03.27.19

2. | © 2018 Limeade2 | © 2016 Limeade2
• Welcome & introduction
• Challenges for women in the workplace
• Defining inclusion in the workplace
• Steps organizations can take to build an
inclusive organization
• Q&A
TODAY’S AGENDA

3. | © 2018 Limeade3
ABOUT OUR EXPERTS
LAURA HAMILL, PH. D.
Chief People Officer
Chief Science Officer
LAURIE RUETTIMANN
Author, Speaker, Podcaster
and Entrepreneur

4. | © 2018 Limeade4
Women continue to be vastly underrepresented at every level.
(Women in the Workplace 2018)
EVERYDAY CHALLENGES
Women only hold
38 %
OF MANAGER
POSITIONS
compared to 68% of men
in manager positions
Microaggressions affect
64%
OF
WOMEN
in the workplace

5. | © 2018 Limeade5
HOW HAVE THESE CHALLENGES MANIFESTED
THEMSELVES IN
YOUR CAREERS?

6. | © 2018 Limeade6
The key to inclusion is making sure each employee
feels INCLUDED, and this is exactly where many
companies lose momentum.
You need true COMMITMENT from everyone, every day
and THROUGHOUT an organization to create a CULTURE
that feels inclusive.

7. | © 2018 Limeade7
(Women in the Workplace 2018)
WITH INCLUSION, WOMEN ARE…
14 %
HAPPIER IN
THEIR JOBS
when ideas are judged by
their quality, not by who
raised them.
16%
LESS LIKELY
TO LEAVE
when managers ensure
that diverse voices are
represented in
decision-making.
44%
LESS LIKELY
TO LEAVE
when disrespectful
behavior toward women
is quickly addressed
by the company.

8. | © 2018 Limeade8
WHY IS INCLUSION IMPORTANT
AND WHAT IS THE IMPACT ON AN ORGANIZATION?

9. | © 2018 Limeade9
8XM O R E L I K E L Y
Inclusive workplaces are eight
times more likely to have overall
better business outcomes.
Bersin by Deloitte 2017
28%
M O R E E N G A G E D
3XL O N G E R
Employees who feel included
typically intend to stay three times
longer with their company.
Limeade Institute 2018
6XM O R E L I K E L Y
Inclusive workplaces are six
times more likely to anticipate
change and effectively respond.
Deloitte Review 2018
Employees who feel included are
twenty-eight percent more
engaged at work.
Limeade Institute 2018
THE POWER
OF INCLUSION

10. | © 2018 Limeade10
INCLUSION IS
RELATED TO
LIKELIHOOD TO
RECOMMEND AND
INTENT TO STAY
97%
13%
0%
20%
40%
60%
80%
100%
HIGH Inclusion LOW Inclusion
LIKELIHOOD TO RECOMMEND
INTENT TO STAY 3+ YEARS
86%
25%
0%
20%
40%
60%
80%
100%
HIGH Inclusion LOW Inclusion
Those with higher levels of inclusion are more
likely to recommend their organization as a great
place to work and to plan on staying.
(Limeade Institute, 2018)

11. | © 2018 Limeade11
HOW HAS INCLUSION MADE
AN IMPACT ON YOUR CAREER?

12. | © 2018 Limeade12
WHAT IS INCLUSION IN THE
WORKPLACE AND WHAT
DOES IT LOOK LIKE?

13. | © 2018 Limeade13
A sense of connection to others
that is always in the process of
being actively achieved
Differences and similarities
in perspectives, identities,
and points of view

14. | © 2018 Limeade14
WHAT ARE THE KEY
COMPONENTS TO INCLUSION
IN THE WORKPLACE?

15. | © 2018 Limeade15 | © 2016 Limeade15
THE COMPONENTS
OF INCLUSION
• Having a voice
• Belonging
• Sense of uniqueness
• Feeling valued
• Learning & development
• Collaborative environment
• Access to resources
• Strategic alignment

16. | © 2018 Limeade16
WHAT ARE SOME STEPS YOU CAN TAKE
TO BUILD AN INCLUSIVE
ORGANIZATION?

17. | © 2018 Limeade17
ORGANIZATIONAL SUPPORT

18. | © 2018 Limeade18 | © 2016 Limeade18
KEY TAKEAWAYS
Women continue to be underrepresented and experience
everyday challenges in the workplace.
Employees that feel included are 28 percent more engaged and 8
times more likely to have better business outcomes.
Inclusion is the key to building better workplaces for women, where they
can bring their authentic selves to work every day.
Inclusive cultures are built on a thousand little moments that employees
experience every day.

19. | © 2018 Limeade19
Q&A
Learn strategies for bringing inclusion to
life at your company in our guide:
https://learn.limeade.com/inclusion