According to Deloitte’s 2021 Global Human Capital Trends Report, organizations need to focus on well-being beyond the standard “work/life balance”. In the global report, workers indicated that prioritizing well-being and integrating it in workplace transformation efforts as one of their top 3 concerns. As the world continues to move forward despite the impact of COVID-19, rising inflation, and social unrest; equity, diversity, inclusion, well-being, and belonging are critical now more than ever. In a talent scare market, workers are looking beyond compensation and seeking flexibility, authenticity, deeper connections to their beliefs, and a workplace that is equitable and inclusive for all.

According to the PwC’s 2022 Global Workforce Hopes and Fears Survey, 54% of respondents believe that it is extremely important for organizations to have transparency about their record for addressing diversity and inclusion in the workplace. The study further showcased the topics that mattered most to workers including, pay, flexibility, job fulfillment, wellbeing and inclusion. 66% of respondents stated that they want to be their true selves in the workplace. Over the past few years, companies have made many commitments on diversity, equity and inclusion with the ultimate goal of creating a workplace that is equitable and inclusive for all.

According to the Human Rights Campaign Study, “A Workplace Divided, Understanding the Climate for LGBTQ workers nationwide, 46% of LGBTQ workers are closeted at work, 50% of non LGBTQ workers don’t believe they have any LGBTQ workers in their workplace, and 28% of LGBTQ workers are totally closeted both in the workplace and in their personal lives.  While we have seen strides for LGBTQ equality and advocacy for rights, many efforts have fallen short to foster an inclusive, safe, and respectful workplace for all.

According to a 2021 Harvard Business Review study, 85% of workers believe that their mental health and wellbeing has declined and 56% cited a high increase in job demands. The Great Resignation continues where we have seen more than 4.5 million people leave their jobs in March 2022 according to the Bureau of Labor Statistics. Global conflict and a never-ending pandemic have exacerbated employee burnout. There is a fundamental paradigm shift in the employer and staff dynamic that can not be overlooked. Today’s workers seek purpose and belonging in the workplace and beyond. Belonging is critical to support inclusive and respectful workplace and communities for all.

According to a Qualtrics 2022 Employee Trends report, an estimated 32% of female leaders globally plan to leave their current job. Over the past 18 months we have seen a mass exodus of employees leaving their jobs in a phenomenon called the Great Resignation. Many workers are experiencing stress and anxiety which has led to pandemic burnout and a decreased sense of belonging. Now more than ever, companies need to focus on equity, diversity, inclusion, and accessibility to break barriers and pioneer workplaces where everyone is valued, respected and belong. When we lean in with empathy, we tap into our humanity, which is the common bond that unites us all.

According to the PwC Global Culture survey, 66% of C-Suite and Board members responded that culture is viewed as equally as or more important to organizational performance as their operating model. The survey further indicates that 85% view culture as a top leadership agenda item. Over the past 18 months our connections have become increasingly more mobile with a global reach. Cultural competence is highly correlated to dynamically diverse and high performing teams.

According to the Harvard Business Review, when companies focus on inclusion & belonging it leads to a 75% reduction in sick days, 50% decrease in turnover risk, and 56% increase in performance in the workplace. Over the years, many companies have made bold statements on diversity, equity and inclusion but have fallen short on actions. In June of 2017, 150 CEOs from distinguished companies across all industries joined forces and formed the CEO Action for Diversity & Inclusion by pledging to support and advance efforts to build more inclusive and respectful workplaces for all.

According to a Washington Post article, at the start of the COVID-19 pandemic, jobs for diversity, equity and inclusion professionals plummeted by an estimated 60% in the US. As companies were bracing for an economic downturn, it was common to make tough decisions on what roles were critical vs. non-critical. However, no one could have imagined the shift in corporate views on the importance of diversity, equity, inclusion and belonging until the summer of 2020 when social justice protests and global outcries due to the death of George Floyd. It sparked serious conversations on racial inequities in the workplace and society as a whole. Many companies made bold statements to support social justice but have fallen short of actionable plans.

According to the National Foster Parent Association, Charles Loring Brace started the foster care movement due to the large number of immigrant children and orphans sleeping on the streets of New York City in 1857. Over the years, it has transformed from a ministry outreach to a government led social support system. Today, approximately 400,000 children are in foster care in the United States. More than 50% of children in the system are from diverse and underserved communities. Each year more than 200,000 children age out of foster care due to turning 18, 21 or finishing high school, depending on the state. Without family support or a plan, many fall victim to poor outcomes including getting trapped in human trafficking. Foster care may be where one starts in life but it does not define a person’s destiny or their journey to greatness!

Earlier this year the World Economic Forum released the 2020 Global Gender Gap Report in which it highlighted that it will be close to 100 years before we see gender parity. A more sobering realization is that due to COVID-19, and the reimagined workplace where work and home responsibilities have intersected, many women are scaling back their careers. In a recent Department of Labor report on unemployment, women have left the workforce at four times the rate of men. Women are often the caregivers, and COVID forces schools to close and distant learning, women are juggling in a pressure cooker to the breaking point multiple priorities at home and at work.