Dive Brief:
- While employees at global companies are generally engaged, employers that fail to prioritize inclusion and equity priorities struggle to attract and retain talent in the competitive international marketplace, according to a new report from Globalization Partners.
- Companies that focused on building and nurturing local teams were most successful when they showed an understanding of local culture and adopted communications practices that made employees feel valued, heard and included, according to the report, The Impact of Inclusion or Exclusion on Distributed Global Teams.
- Key findings in the report showed that a company's equitable resolution of issues will affect voluntary turnover 2.5 times more than it impacts engagement. But almost 70% of employees said their companies occasionally struggle in aligning with, being sensitive about and adhering to local laws, practices and cultures. "We were not surprised by the enthusiasm we saw for global teams," said Andrea Dumont, Globalization Partners' senior VP of marketing, in a statement. "But as competition in global hiring intensifies, it's clear that the companies who focus on understanding their local team and business environment will be far more likely to win new talent — and keep the great talent they have." Globalization Partners polled 738 randomly selected employees.
Dive Insight:
While the Globalization Partners report focused on employees at global companies, its findings may well extend to other workers. According to EY's Belonging Barometer study, more than 40% of employees from all generations said exclusion at work makes them feel emotionally and physically isolated, stressed, angry and sad.
Inclusion is crucial for all employees, and that's especially true for under-represented groups. A 2017 Harris Poll showed that a lack of belonging, or blatant mistreatment, forces women and non-white workers out of tech jobs. In another study, women of color reported shouldering an "emotional tax" after being discredited and undermined by colleagues. They said the experience harmed their health and, in some cases, caused them to quit their jobs.
It's not enough for employers to set inclusion goals, however; they also must know whether their actions are effective. Data analytics can help organizations determine if inclusion efforts and communication strategies are connecting workers and making them feel valued.
