than their peers and noted that, “Women who regularly experience microaggressions are…almost three times as likely to say that in the past few months they have struggled to concentrate at work as a result of stress.”
A survey of 1,789 full-time U.S. employees and 2,000 live participant experiments found “high belonging was linked to a and 20% of an employee’s decision to stay or leave their current organization is determined by inclusivity. It’s your job to make your organization's culture so welcoming and authentic that employees feel comfortable enough to be themselves. Have leadership and management start putting pronouns in their bios. Don’t invest in anti-LGBTQ+ companies or donate money to anti-LGBTQ+ politicians. Bring in diversity and inclusion educators from the communities they teach about. Never stop actively working to improve your organization’s diversity and inclusion.