More behavioral enablers
More systemic enablers
Global Overview by Gender
Gender & Geography
Women by Geography & Race
Even split between behavioral and
systemic enablers
Black
women
White
women
Women of all races except white
White
women
UK, FRANCE, GERMANY, ITALY
US, CANADA, AUSTRALIA
Men
Women
Men
Women
GENDER AND GEOGRAPHY
Adding a geographic lens reveals that even though behavioral enablers have a larger impact on inclusion for women globally than for men, both the gap between women and men, and the degree to which inclusion for women is increased by behavioral enablers, vary when we look at the US, Canada, and Australia vs. the UK, France, Germany, and Italy.
Most effective enablers | US, CANADA, AUSTRALIA | men
• DEI mission and goals
• Coaching & PD conversations
• Articulated decision-making resp.
• Company values
• Talent development programs
• Promotion opportunities
• Org “op principles” for behavior
Systemic enablers
• Growth op and transp. feedback
• LT treats all employees equally
• Language that helps team engage
• Encourage different POVs
• Right people “brought to the table”
• Open and honest communication
• Helping others navigate the org
• Visibly authentic to others
• Self-awareness and ownership
• L: Openness
• L: Integrity
• L: Growth
• P: Growth
Behavioral enablers
Most effective enablers | US, CANADA, AUSTRALIA | women
• Articulated decision-making resp.
Systemic enablers
• Open and honest communication
• Growth op and transp. feedback
• LT treats all employees equally
• Encourage different POVs
• Show empathy for others
• Right people “brought to the table”
• Helping others navigate the org
• Language that helps team engage
• Vulnerabilities without judgment
• Visibly authentic to others
• Visibility into context for work
• Actively solicit everyone's opinion
• Address “bad behaviors”
• Self-awareness and ownership
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Growth
• L: Sustainability
Behavioral enablers
Most effective enablers | UK, FRANCE, GERMANY, ITALY | men
• Articulated decision-making resp.
Systemic enablers
• Growth op and transp. feedback
• Encourage different POVs
• Visibility into context for work
• LT treats all employees equally
• Language that helps team engage
• Open and honest communication
• Helping others navigate the org
• Vulnerabilities without judgment
• Honor personal boundaries
• Right people “brought to the table”
• Visibly authentic to others
• Show empathy for others
• Actively solicit everyone’s opinion
• Trust and autonomy in my work
• L: Growth
• L: Coaching
• L: Openness
• L: Diversity of thought
• P: Growth
Behavioral enablers
Most effective enablers | UK, FRANCE, GERMANY, ITALY | women
• Growth op and transp. feedback
• Show empathy for others
• Right people “brought to the table”
• Helping others navigate the org
• Open and honest communication
• LT treats all employees equally
• Address “bad behaviors”
• Encourage different POVs
• Actively solicit everyone’s opinion
• Visibility into context for work
• Vulnerabilities without judgment
• Self-awareness and ownership
• Language that helps team engage
• Visibly authentic to others
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Diversity of thought
• L: Growth
• L: Sustainability
Behavioral enablers
UK, FRANCE, GERMANY, ITALY
US, CANADA, AUSTRALIA
Click the demographics below to explore | Click + to view enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
Global
Geography Split
Race
Global
Geography Split
Global
Geography Split
Race
Global
Geography Split
WOMEN BY GEOGRAPHY AND RACE
Viewing the data through the lenses of both geography and race, we find that the exact “texture” of inclusion—as revealed by the specific enablers that most increase inclusion for them—is different for Black American women than it is for European women of identities other than white. (These are only two examples of possible intersectional cuts from each region. Every intersectional lens—which can include not only gender, geography, and race but also tenure or role in the organization—reveals a unique texture of inclusion for the group being viewed.)
Most effective enablers | US, CANADA, AUSTRALIA | BLack women
• Company values
• DEI mission and goals
• Coaching & PD conversations
• Employee resource groups
• Articulated decision-making resp.
• Recognition from leadership
• Talent development programs
Systemic enablers
• Growth op and transp. feedback
• Avoid alienating language or topics
• Visibility into context for work
• Open and honest communication
• Show empathy for others
• Helping others navigate the org
• Embrace different working styles
• LT treats all employees equally
• Vulnerabilities without judgment
• Honor personal boundaries
• Self-awareness and ownership
• L: Openness
• L: Growth
Behavioral enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
Most effective enablers | US, CANADA, AUSTRALIA | white women
• Articulated decision-making resp.
• Promotion opportunities
Systemic enablers
• LT treats all employees equally
• Open and honest communication
• Encourage different POVs
• Show empathy for others
• Right people “brought to the table”
• Language that helps team engage
• Visibly authentic to others
• Helping others navigate the org
• Actively solicit everyone's opinion
• Vulnerabilities without judgment
• Self-awareness and ownership
• Visibility into context for work
• Address “bad behaviors”
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Growth
• L: Community
• L: Sustainability
Behavioral enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
Most effective enablers | UK, FRANCE, GERMANY, ITALY | All races except white women
• Company values
• DEI programming and education
• DE&I mission and goals
• Org “op principles” for behavior
Systemic enablers
• Growth op and transp. feedback
• Open and honest communication
• Language that helps team engage
• Show empathy for others
• Address “bad behaviors”
• Embrace different working styles
• Encourage different POVs
• Vulnerabilities without judgment
• Visibly authentic to others
• Self-awareness and ownership
• Helping others navigate the org
• Honor personal boundaries
• LT treats all employees equally
• Right people “brought to the table”
• L: Coaching
• L: Sustainability
Behavioral enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
Most effective enablers | UK, FRANCE, GERMANY, ITALY | white women
• Articulated decision-making resp.
Systemic enablers
• Right people “brought to the table”
• Growth op and transp. feedback
• Helping others navigate the org
• Show empathy for others
• LT treats all employees equally
• Encourage different POVs
• Actively solicit everyone's opinion
• Open and honest communication
• Address “bad behaviors”
• Vulnerabilities without judgment
• Visibility into context for work
• Self-awareness and ownership
• Visibly authentic to others
• Language that helps team engage
• Honor personal boundaries
• Embrace different working styles
• L: Sustainability
• L: Diversity of thought
• L: Openness
• L: Growth
Behavioral enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
Men
Women
GLOBAL OVERVIEW BY GENDER
Across the world and different demographic groups, we find that while both systemic and behavioral enablers drive inclusion for women and men, behavioral enablers have a larger impact on inclusion for women than for men.
Most effective enablers | global | men
• Articulated decision-making resp.
• DEI mission and goals
• Talent development programs
Systemic enablers
• Growth op and transp. feedback
• Encourage different POVs
• LT treats all employees equally
• Language that helps team engage
• Open and honest communication
• Helping others navigate the org
• Visibility into context for work
• Right people “brought to the table”
• Visibly authentic to others
• Vulnerabilities without judgment
• Show empathy for others
• Honor personal boundaries
• Trust and autonomy in my work
• L: Growth
• L: Openness
• L: Coaching
• P: Growth
Behavioral enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
Most effective enablers | global | women
• Growth op and transp. feedback
• Open and honest communication
• Right people “brought to the table”
• Show empathy for others
• Helping others navigate the org
• LT treats all employees equally
• Encourage different POVs
• Vulnerabilities without judgment
• Language that helps team engage
• Visibility into context for work
• Actively solicit everyone's opinion
• Address “bad behaviors”
• Visibly authentic to others
• Self-awareness and ownership
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Growth
• L: Sustainability
• L: Diversity of thought
Behavioral enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
• DEI mission and goals
• Coaching & PD conversations
• Articulated decision-making resp.
• Company values
• Talent development programs
• Promotion opportunities
• Org “op principles” for behavior
Systemic enablers
• L: Integrity
• L: Growth
• P: Growth
• Growth op and transp. feedback
• LT treats all employees equally
• Language that helps team engage
• Encourage different POVs
• Right people “brought to the table”
• Open and honest communication
• Helping others navigate the org
• Visibly authentic to others
• Self-awareness and ownership
• L: Openness
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
• Articulated decision-making resp.
Systemic enablers
• Visibility into context for work
• Actively solicit everyone's opinion
• Address “bad behaviors”
• Self-awareness and ownership
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Growth
• L: Sustainability
• Open and honest communication
• Growth op and transp. feedback
• LT treats all employees equally
• Encourage different POVs
• Show empathy for others
• Right people “brought to the table”
• Helping others navigate the org
• Language that helps team engage
• Vulnerabilities without judgment
• Visibly authentic to others
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
Men
Women
• Articulated decision-making resp.
Systemic enablers
• Visibly authentic to others
• Show empathy for others
• Actively solicit everyone’s opinion
• Trust and autonomy in my work
• L: Growth
• L: Coaching
• L: Openness
• L: Diversity of thought
• P: Growth
• Growth op and transp. feedback
• Encourage different POVs
• Visibility into context for work
• LT treats all employees equally
• Language that helps team engage
• Open and honest communication
• Helping others navigate the org
• Vulnerabilities without judgment
• Honor personal boundaries
• Right people “brought to the table”
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
Men
Women
• Vulnerabilities without judgment
• Self-awareness and ownership
• Language that helps team engage
• Visibly authentic to others
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Diversity of thought
• L: Growth
• L: Sustainability
• Growth op and transp. feedback
• Show empathy for others
• Right people “brought to the table”
• Helping others navigate the org
• Open and honest communication
• LT treats all employees equally
• Address “bad behaviors”
• Encourage different POVs
• Actively solicit everyone’s opinion
• Visibility into context for work
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
Men
Women
Adding a geographic lens reveals that even though behavioral enablers have a larger impact on inclusion for women globally than for men, both the gap between women and men, and the degree to which inclusion for women is increased by behavioral enablers, vary when we look at the US, Canada, and Australia vs. the UK, France, Germany, and Italy.
GEOGRAPHY SPLIT
UK, FRANCE, GERMANY, ITALY
US, CANADA, AUSTRALIA
• Company values
• DEI mission and goals
• Coaching & PD conversations
• Employee resource groups
• Articulated decision-making resp.
• Recognition from leadership
• Talent development programs
Systemic enablers
• Self-awareness and ownership
• L: Openness
• L: Growth
• Growth op and transp. feedback
• Avoid alienating language or topics
• Visibility into context for work
• Open and honest communication
• Show empathy for others
• Helping others navigate the org
• Embrace different working styles
• LT treats all employees equally
• Vulnerabilities without judgment
• Honor personal boundaries
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Black
women
White
women
All races except white
women
White
women
• Articulated decision-making resp.
• Promotion opportunities
Systemic enablers
• Self-awareness and ownership
• Visibility into context for work
• Address “bad behaviors”
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Growth
• L: Community
• L: Sustainability
• LT treats all employees equally
• Open and honest communication
• Encourage different POVs
• Show empathy for others
• Right people “brought to the table”
• Language that helps team engage
• Visibly authentic to others
• Helping others navigate the org
• Actively solicit everyone's opinion
• Vulnerabilities without judgment
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Black
women
White
women
All races except white
women
White
women
• Company values
• DEI programming and education
• DE&I mission and goals
• Org “op principles” for behavior
Systemic enablers
• Helping others navigate the org
• Honor personal boundaries
• LT treats all employees equally
• Right people “brought to the table”
• L: Coaching
• L: Sustainability
• Growth op and transp. feedback
• Open and honest communication
• Language that helps team engage
• Show empathy for others
• Address “bad behaviors”
• Embrace different working styles
• Encourage different POVs
• Vulnerabilities without judgment
• Visibly authentic to others
• Self-awareness and ownership
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Black
women
White
women
All races except white
women
White
women
• Articulated decision-making resp.
Systemic enablers
• Visibility into context for work
• Self-awareness and ownership
• Visibly authentic to others
• Language that helps team engage
• Honor personal boundaries
• Embrace different working styles
• L: Sustainability
• L: Diversity of thought
• L: Openness
• L: Growth
• Right people “brought to the table”
• Growth op and transp. feedback
• Helping others navigate the org
• Show empathy for others
• LT treats all employees equally
• Encourage different POVs
• Actively solicit everyone's opinion
• Open and honest communication
• Address “bad behaviors”
• Vulnerabilities without judgment
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Viewing the data through the lenses of both geography and race, we find that the exact “texture” of inclusion—as revealed by the specific enablers that most increase inclusion for them—is different for Black American women than it is for European women of identities other than white. (These are only two examples of possible intersectional cuts from each region. Every intersectional lens—which can include not only gender, geography, and race but also tenure or role in the organization—reveals a unique texture of inclusion for the group being viewed.)
DATA SAMPLE:
GEOGRAPHY BY GENDER
Across the world and different demographic groups, we find that while both systemic and behavioral enablers drive inclusion for women and men, behavioral enablers have a larger impact on inclusion for women than for men.
GEOGRAPHY SPLIT
• Articulated decision-making resp.
• DEI mission and goals
• Talent development programs
Systemic enablers
• Show empathy for others
• Honor personal boundaries
• Trust and autonomy in my work
• L: Growth
• L: Openness
• L: Coaching
• P: Growth
• Growth op and transp. feedback
• Encourage different POVs
• LT treats all employees equally
• Language that helps team engage
• Open and honest communication
• Helping others navigate the org
• Visibility into context for work
• Right people “brought to the table”
• Visibly authentic to others
• Vulnerabilities without judgment
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
• Actively solicit everyone's opinion
• Address “bad behaviors”
• Visibly authentic to others
• Self-awareness and ownership
• Embrace different working styles
• Honor personal boundaries
• L: Openness
• L: Growth
• L: Sustainability
• L: Diversity of thought
• Growth op and transp. feedback
• Open and honest communication
• Right people “brought to the table”
• Show empathy for others
• Helping others navigate the org
• LT treats all employees equally
• Encourage different POVs
• Vulnerabilities without judgment
• Language that helps team engage
• Visibility into context for work
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women