Deloitte and BJKLI found that 83% of millennials are actively engaged when they believe that their organization fosters an inclusive culture. Organizations can no longer afford to ignore investing in inclusion. Employees need to feel included and able to bring their authentic selves to work every day in order to give their all at work. Research from the Limeade Institute found that employees with higher levels of inclusion also have higher well-being and higher engagement. Watch our webinar where Lauren Franklin, Limeade Brand Manager, and Reetu Sandhu, Ph.D., Limeade Institute Manager, share the latest research and guidance on the importance of investing in inclusion, how to recognize your own role in creating an inclusive organization and the tools for building a more inclusive workplace.

1. HowInclusionElevatesEmployee
Experience
The connection between inclusion
and an elevated employee
experience.

2. Limeade Institute Manager
Limeade
REETU SANDHU, PH.D.
InclusionBrand Manager
Limeade
LAUREN FRANKLIN

4. GOALSOF
TODAY’SSESSION
1. Understand how takeinclusion from a “noun to a verb”
2. Be able to recognize your role in creating an inclusiveplace
to work
3. Gain tools for how to mobilize your organization towards
acting on inclusion

6. [BKG color/image]
DEFININGINCLUSION
Inclusion is a SENSE OF BELONGING,
CONNECTION AND COMMUNITY at
work.

7. [BKG color/image]
DEFININGINCLUSION
Inclusive organizations help people feel
WELCOMED, KNOWN, VALUED
— and encouraged to bring their whole,
unique selves to work.

8. 19%
GREATER WELL-BEING
IN THEIR LIVES
28%MORE ENGAGED
AT WORK
51%
MORE LIKELY
TO RECOMMEND
THEIR ORGANIZATION
THE
POWER OF
INCLUSION
3XLONGER
INTEND TO
STAY
LimeadeInstitute,2018

9. CARE IS RELATED TO
INCLUSION
14%
72%
95%
0%
20%
40%
60%
80%
100%
%Favorable
Inclusion
Org Does NOT Care Neutral Org Care Org DOES Care
LimeadeInstitute,2019

10. [BKG color/image]
Peers on immediate teams are
THE GREATEST CONTRIBUTING FACTOR
TO INCLUSION, followed by organizational
leaders, department managers,
and peers on other teams.
Limeade Institute, 2019

12. What’sahabit?
Habits are defined as automatic behavioral
tendencies that are elicited by various
contextual cues.
Through behavioral change that takesplace in
stages and is reinforced by the external
environment.
AND HOW DO YOU BUILD
ONE?

13. DEVELOPINGNEWHABITS
FORINDIVIDUALS
Education
Training
Comms
Events
Feedback
Providing
Resources
Providing
Access
Continued
Education
Manager+
Leader
Support
Peer
Influence
Culture
OLD
HABIT
Knowledge
+Awareness
Access To
Resources
Action +
Maintenance
NEW
HABIT
Termination
Of Old Habit
ANDORGANIZATIONS
Theory of Planned Behavior (Ajzen, 1985); Social Cognitive Theory (Bandura, 1991)

15. DEVELOPINGNEWHABITS
FORINDIVIDUALS
Education
Training
Comms
Events
Feedback
Providing
Resources
Providing
Access
Continued
Education
Manager+
Leader
Support
Peer
Influence
Culture
OLD
HABIT
Knowledge
+Awareness
Access To
Resources
Action +
Maintenance
NEW
HABIT
Termination
Of Old Habit
ANDORGANIZATIONS
Theory of Planned Behavior (Ajzen, 1985); Social Cognitive Theory (Bandura, 1991)

16. THEIDEAL
ENVIRONMENT
FORINCLUSION
When peers,managersand leadership and
org support are in sync it creates the ideal
environment for inclusion at your
organization.
PEERS
LEADERS +
MANAGERS
ORG SUPPORT

17. [BKG color/image]
Sowhatareyougoingtodotomorrowto
makethisrealatyourorganization?

19. Thankyou!
#LIMEADEENGAGE