People Focus

Building Cultures That Support Everyone

Forward-thinking best practices for leaders committed to inclusivity, from mental health and generational dynamics to neurodiversity and gender equity.

A broad portfolio of pragmatic tools for a culture where everyone can thrive.

Inclusion

Gender Equality, DEI Policies, and Practices

Inclusion is the cornerstone of modern workplace success. Research highlights the transformative impact of gender equality, intersectional awareness, and supportive policies for marginalized groups. Organizations that champion diversity, equity, and inclusion (DEI) consistently achieve greater retention, productivity, and innovation.

Address the Climate of Silence

Combat workplace cultures where employees feel unable to voice concerns about discrimination. Organizations that encourage open dialogue and reporting experience significantly lower rates of workplace racism and inequity.

(Arora et al., 2022; McKinsey, 2022).

Leverage the Business Case for DEI

Research links DEI initiatives to tangible business outcomes, such as a 77% increase in innovation and a 64% boost in business value. Use these metrics to gain leadership buy-in for DEI programs.

(Austin & Pisano, 2020; Sadick & Kamardeen, 2020).

Leadership Commitment to Equity

Leadership accountability in diversity metrics ensures progress. For example, setting clear targets for gender representation in leadership positions and publicly reporting these metrics can encourage sustained improvements in inclusivity.

(Fortes et al., 2020).

Implement Intersectional DEI Policies

Inclusive workplace policies must address intersectional identities, including the overlapping challenges faced by individuals belonging to multiple marginalized groups. Tailor DEI policies to address the unique challenges faced by marginalized communities, such as women of color and LGBTQIA+ employees. Intersectional inclusion programs address systemic barriers while improving retention and team performance. Intersectional policies paired with allyship training help reduce workplace inequities and improve employee trust.

(Arora et al., 2022; McKinsey, 2022; Olsson et al., 2021; Pierce et al., 2022).

Use DEI Metrics to Drive Inclusion

Implement DEI metrics to track progress, such as diverse hiring, promotion rates, and representation in leadership roles. Organisations using clear DEI benchmarks are 28% more likely to reduce discrimination and foster inclusivity. Establish measurable DEI goals, such as tracking diverse hires, promotions, and employee satisfaction rates. Research shows that organisations with DEI accountability metrics experience higher employee engagement and innovation.

(Austin & Pisano, 2020; Pagán-Castaño et al., 2020; Fortes et al., 2020; Wong et al., 2023).

LGBTQ+ Inclusion Strategies

Create supportive policies such as inclusive health benefits, gender-neutral facilities, and employee resource groups (ERGs). Companies with robust LGBTQ+ policies report a 33% improvement in retention rates among LGBTQ+ employees.

(Austin & Pisano, 2020; Pierce et al., 2022).

Support Employee Resource Groups (ERGs)

ERGs for underrepresented groups provide safe spaces for connection and advocacy. These groups help build a sense of belonging while informing organizational DEI strategies.

(Ares, Edge Research, 2023; Whelpley et al., 2023).

Promote Leadership Allyship

Leaders demonstrating allyship by actively supporting marginalized groups can reduce incidents of workplace discrimination by 10%. Encourage leaders to engage in DEI initiatives through training, participation in resource groups, and open discussions.

(Bowman et al., 2024; Fertifa, 2024).

Encourage Inclusive Leadership

Leaders demonstrating curiosity, allyship, and cultural competence foster 15% higher perceptions of diversity and inclusion within organisations. DEI-aligned leadership correlates with a 30% increase in organizational innovation. Increasing representation of women and minorities in leadership correlates with higher morale, innovation, and productivity within teams.

(Bowman et al., 2024; Fortes et al., 2020; Helliwell et al., 2019; Pagán-Castaño et al., 2020).

Gender Specific Resources

Men and women often experience workplace stressors differently; for instance, men may face stigma for seeking emotional support, while women may feel pressure to balance competing professional and personal expectations. Gender-specific workshops that address these unique challenges can improve overall team performance.

(Olsson et al., 2021).

Old school portrait photo shot by Portra

Align Volunteer Programs with DEI Goals

Workplace volunteer programs foster inclusion and equity, with 69% of participants acknowledging their role in advancing DEI goals. These programs also build skills like teamwork and cultural awareness.

(Ares, Edge Research, 2023; Wong et al., 2023).

Psychological Safety for Gender-Diverse Teams

Creating psychological safety—where employees feel respected and free from discrimination—is critical for gender-diverse teams. This involves providing anonymous feedback channels and visible leadership support for diversity initiatives.

(Olsson et al., 2021).

woman wearing blue button-up collared sh

Community-Building through DEI Programs

Volunteer initiatives and cross-cultural team-building activities enhance inclusion by fostering shared values and cohesion. These efforts also align employee roles with the company’s purpose, boosting satisfaction and engagement.

(Paterson etal., 2021; Pierce et al., 2022).

Roll Out Unconscious Bias Training

Regular unconscious bias training helps reduce microaggressions and enhance fairness in hiring and promotion. These trainings can improve decision-making and foster fairer hiring and promotion practices. Studies show that organizations implementing these programs experience a 23% improvement in diversity climate perceptions.

(Austin & Pisano, 2020; Bowman et al., 2024; Paterson et al., 2021; Sadick & Kamardeen, 2020).

Foster Gender Equality Through Flexible Policies

Women often shoulder higher caregiving responsibilities. Offering flexible work schedules and affordable childcare benefits helps close gender gaps in career progression. Organizations offering such support see reduced stress and improved retention among female employees. Women in the EU who utilize formal care services report higher workforce participation and reduced stress levels.

(Colenberg & Jylhä, 2021; Fertifa, 2024; Pagán-Castaño et al., 2020; Olsson et al., 2021).

Neurodivergence

Harnessing Diverse Cognitive Strengths

Neurodiversity—spanning autism, ADHD, dyslexia, and more—represents natural variations in cognitive functioning. These differences are assets when organizations create supportive environments. Embracing neurodivergent-friendly practices unlocks unique talents like creativity, pattern recognition, and problem-solving, driving innovation and inclusion. Integration, not assimilation, is the key to collaboration and success.

Leverage Unique Cognitive Strengths, Not Deficits

Neurodivergent individuals excel in analytical thinking, creativity, and problem-solving. SAP’s Autism at Work program demonstrated a 30% productivity boost in neurodiverse teams, particularly in roles like software testing and cybersecurity. Rather than viewing neurodivergence as a deficit, focus on these strengths to drive innovation.(Austin & Pisano, 2020; Silberman, 2016).

Redesign Recruitment and Onboarding Processes

Traditional hiring methods often overlook neurodiverse talent. Alternatives such as skill-based assessments, interactive "hangouts," or extended evaluations (e.g., Microsoft’s program) allow candidates to showcase their abilities. Inclusive onboarding ensures neurodivergent employees feel supported from day one. (Whelpley et al., 2023; Silberman, 2016).

Create Sensory-Friendly Work Environments

Sensory-inclusive design—featuring noise-canceling headphones, dimmable lighting, quiet zones, and soundproofing—reduces overstimulation and improves focus. Flexible environments benefit all employees while accommodating sensory sensitivities.

(Austin & Pisano, 2020; Doyle, 2020; Silberman, 2016).

Tailor Workflows and Roles to Strengths

Assign roles based on individual strengths. For instance, data analysis tasks may suit detail-oriented employees, while creative roles may align with those who excel in innovation. Personalized workflows boost productivity and job satisfaction.

(Kutzner & Muschalla, 2021; Silberman, 2016).

Promote Neurodiversity Awareness and Training

Conduct regular awareness programs to educate teams about neurodiversity. Training fosters empathy, reduces stigma, and improves team collaboration. For instance, workshops can help managers and colleagues adapt communication styles to support neurodivergent employees.

(Doyle, 2020; Silberman, 2016).

Offer Executive Functioning Support

Provide tools like task management apps, visual schedules, and digital reminders to help neurodivergent employees manage responsibilities effectively. Job coaching or mentorship programs further enhance their ability to navigate complex tasks (Whelpley et al., 2023; Silberman, 2016).

Adopt Universal Design for Inclusion

Universal design principles create inclusive workspaces without requiring employees to disclose neurodivergence. Features like ergonomic tools, accessible software, and customizable work settings benefit everyone while specifically supporting neurodivergent needs.

(Doyle, 2020; Silberman, 2016).

Promote Structured Flexibility in Work Arrangements

Flexible schedules and remote work options allow neurodivergent employees to balance energy levels and focus during peak productivity times. Customized schedules align with individual needs, reducing stress and enhancing performance.

(Whelpley et al., 2023).

Celebrate and Measure Impact

Highlight the contributions of neurodivergent employees in innovation, productivity, and retention metrics. For example, historical examples in Silberman’s NeuroTribes illustrate how neurodivergent individuals have driven groundbreaking advancements. Celebrating these successes reinforces the business case for inclusion.

(Austin & Pisano, 2020; Silberman, 2016).

Generations

Bridging Gaps and Integrating Perspectives

Generational diversity is a workplace advantage—but only when effectively managed. Each generation brings distinct values, communication preferences, and expectations, along with unique challenges. While Gen Z prioritizes mental health and purpose-driven roles, older generations value stability and mentorship opportunities. Proactively addressing these needs fosters mutual respect, innovation, and collaboration.

Normalize Mental Health Support Across Generations

Nearly 20% of Gen Z employees report poor mental health, citing financial insecurity, climate anxiety, and global crises as primary stressors. 47% report internalized stigma regarding mental health. Normalizing open conversations and creating safe spaces for dialogue can foster a supportive workplace culture. Providing digital tools, resilience workshops, and well-being days can create a culture of psychological safety and reduce stigma.

(Arora et al., 2022; McKinsey, 2022).

Leverage Technology to Bridge Communication Preferences

While Gen Z favors informal tools like Slack, Boomers prefer email or structured meetings. Bridge digital literacy gaps among Baby Boomers while leveraging Gen Z’s tech-savviness to streamline workflows. Providing universal technology training ensures seamless team communication and reduces frustration Providing hybrid communication platforms ensures inclusivity and reduces friction across generational lines.

(Helliwell et al., 2019; Toniolo-Barrios & Pitt, 2021).

Promote Intergenerational Knowledge Sharing

Describe one of your Foster a culture where employees share insights across generations. For example, older workers can mentor on career growth, while younger employees can train others on emerging technologies. Pairing younger employees with experienced mentors promotes knowledge-sharing and career development. Structured mentorship enhances workplace satisfaction by 25% and builds intergenerational understanding.

(Arora et al., 2022; Bowman et al., 2024; Kutzner & Muschalla, 2021; Whelpley et al., 2023).

Tailor Wellness Programs to Generational Needs

Younger employees report higher rates of anxiety (36%) and depression (29%), driven by stressors like financial insecurity and climate change. Customize workplace wellness initiatives to reflect age-specific priorities: older generations often value physical health programs, while Millennials and Gen Z seek mental health resources like therapy access and mindfulness workshops. Employers can provide digital mental health tools, peer support groups, and resilience workshops to address their unique needs.

(Fertifa, 2024; Pierce et al., 2022; Sadick & Kamardeen, 2020).

Support Financial Literacy for Emerging Adults

Financial insecurity is a key stressor for Millennials and Gen Z. Offering workshops on budgeting, student loan repayment, and salary negotiation empowers younger employees and improves retention.

(Iannello et al., 2021).

Foster Cross-Generational Innovation Projects

Creating opportunities for intergenerational collaboration fosters innovation and mutual learning. Teams with diverse age groups report a 20% increase in creativity and problem-solving capacity.

(Paterson et al., 2021).

Build Confidence Through Soft Skills Training

Young professionals with mental health challenges often feel less confident in social and communication skills. Providing training in interpersonal dynamics and team collaboration supports their career integration.

(Kutzner & Muschalla, 2021).

Incorporate Purpose-Driven Roles for Retention

Aligning roles with personal values reduces burnout and increases satisfaction. Gen Z prioritizes social impact initiatives, while Baby Boomers find fulfillment in mentoring roles and leadership opportunities.

(Austin & Pisano, 2020; Lechler & Huemann, 2023).

Resilience

Thriving Under Pressure

Resilience is a cornerstone of well-being and success in today’s fast-paced workplace. It enables employees to adapt, recover, and maintain productivity during challenges. Proactive mental health initiatives—like Employee Assistance Programs (EAPs), resilience training, and flexible work policies—create supportive environments that reduce stigma and empower individuals to thrive.

Promote Employee Assistance Programs (EAPs)

EAPs are effective in addressing workplace stress by providing counseling, mental health resources, and support for personal challenges. Equip managers with tools like the “Ask Twice” method and education on mental health literacy to foster open discussions and identify signs of stress early. Regular communication about the availability and benefits of EAPs increases their utilization and impact. (Fortes et al., 2020; Helliwell et al., 2019).

Encourage Time off and Psychological Detachment from Work

Organizations that emphasize the importance of using paid time off (PTO) for mental health report lower rates of burnout and higher job satisfaction. Implement mandatory vacation policies to ensure employees disengage and recharge. Policies limiting after-hours emails and encouraging psychological detachment improve work-life balance. Employees in environments with enforced "no-email" policies report better focus and reduced stress. (Chen et al., 2022; Paterson et al., 2021; Pierce et al., 2022; Reres, 2024).

Implement Flexible Work Arrangements

Flexible scheduling options allow employees to align their work hours with their peak productivity, improving time management and personal satisfaction. Flexible work and hybrid models allow employees to manage personal commitments and reduce stress. Employees with autonomy in their schedules experience a 20% increase in resilience and well-being.

(Becker et al., 2022; Coe et al., 2022; Fertifa, 2024).

Incorporate Resilience Training Programs

Equip managers with tools to identify and address mental health issues. Workshops on stress management, mindfulness, and emotional regulation significantly reduce burnout. Programs teaching employees to set boundaries and recover from setbacks are particularly impactful. Leaders trained in mental health awareness can reduce employee turnover by up to 60%.

(Paterson et al., 2021; Coe et al., 2022).

Normalize Conversations About Mental Health

Encourage open discussions to reduce stigma and foster a supportive culture. Regular mental health check-ins by managers and leadership sharing personal resilience strategies improve trust and engagement. For example, 47% of Gen Z employees feel more comfortable discussing mental health when leadership sets the tone.

(Reres, 2024; Coe et al., 2022).

Create Supportive Work Environments

Design quiet zones for breaks and encourage peer support groups to reduce isolation and increase engagement. Sensory-friendly spaces improve focus and reduce overstimulation. Leaders should maintain transparent communication during economic uncertainties or organizational changes to alleviate employee anxiety. Providing updates and validating employee concerns can reduce workplace stress by up to 30%.

(Becker et al., 2022; Doyle, 2020; Pierce et al., 2022; Reres, 2024).