The research identified five principal findings:1. Overall, a majority of employees are positive about their managers’ efforts topromote inclusion. Encouragingly, 89% of respondents said that their managerspromoted an inclusive environment at work, and employees who agreed thattheir managers did this were also considerably more positive across all questionsthan those who disagreed.2. This does not, however, mean that there is not more to do. 19% of respondentswere worried about being judged on their ability based on stereotypes abouttheir identity or background. 17% of employees worried about the negativeconsequences of raising a concern, and a quarter were unsure or did not feellistened to when speaking up. When asked what leaders could do to maketheir organisation more inclusive, 19% made suggestions related to listeningand openness.3. Fairness matters. Almost three quarters of employees (72%) said that they hadfair access to progression opportunities but 13% did not. When asked whatleaders could do to make their organisation more inclusive, 14%of employees made suggestions related to recruitment, reward, progressionand workload.
Inclusion across financial services: piloting a common approach to measurement.
Responses