In today's economic, political and global business world, diversity is becoming increasingly important. Inclusion is a major topic among executives today, and the number of companies that rate themselves as outstanding in diversity has increased. Diversity, inclusion and equality even have an impact on performance, as employees are increasingly speaking out about these issues today. Inclusion, equality and integration (also known as DEI — Diversity, Equity, Inclusion —) in the workplace are not just buzzwords. A growing number of employees working in companies that employ people from diverse backgrounds say they intend to stay and are not looking for another job. Conversely, this of course also means that these factors influence potential employees’ choice of job.

What is inclusion and why should companies prioritize it?

Inclusion means that employees with different identities feel valued, respected, welcomed, included and represented and that they can be authentic, contribute to the collective and have a voice. To achieve this goal, all forms of discrimination must be prevented and eliminated at all levels of the organization.

Inclusion and diversity are interrelated terms, but they are not interchangeable. Diversity is about how the company selects employees, and inclusion is about how the contributions of diverse employees are valued. If a company hires staff from different social groups (e.g., men, women, baby boomers, Generation X, millennials, Generation Z, different religious beliefs, ethnicities, sexual orientations, etc.), it can be said that the company is diverse in this respect. That's all well and good, but the company must also value and integrate all perspectives equally in order to be inclusive. These aspects must be visible at all levels of the organization. If a company predominantly employs women but all of its managers are men, it cannot call itself inclusive. Inclusivity means, for example, that a significant number of women must be represented in leadership positions.

Equality in the workplace is something that comes from creating a diverse and inclusive workplace. This is about more than just achieving equal pay (equal pay for equal work). Equality also involves providing equal opportunities for training, mentoring programs, and advancement to higher positions within the company.

DEI is a given for many organizations and should be a core value for all companies.

Six reasons why companies should support and promote inclusion

Promoting innovation, creativity and problem-solving

Innovation is inherently risky, but a sense of belonging encourages employees to take risks. The proportion of employees who do not feel included remain silent and avoid providing feedback, new ideas or suggestions. When teams are made up of people with different backgrounds, skills, experiences, and ages, each person will contribute to the discussions from their own perspective. This has a positive impact on the company and contributes to its long-term expansion.

Create an inclusive corporate culture in which everyone can contribute, feel comfortable, and be proud of it. Different viewpoints allow team members to build on each other's ideas, allowing the team to arrive at more creative solutions.

Increased productivity

Collaboration and teamwork can increase company productivity. A diverse team has a wider range of experiences and skills, engaged employees are dedicated to their work, they provide the highest level of customer service, which is more likely to lead to more sales. Such a company can prevail in a shorter time over competitors who do not have a diverse and inclusive corporate culture.

Attractive for potential employees

If the company is committed to diversity and inclusion, there will be a wider range of applicants to choose from when looking for new talent. In addition, the chance of finding top-class applicants is much greater. Remote or hybrid work overcomes many barriers, it is a great way for people with disabilities to work from home or for experts to serve your company from far away. More and more companies are offering their employees the option of choosing between home office and office presence with desk sharing apps such as Flexopus . Our Stuttgart-based company employs around 30 people from five different countries. This diversity forms the core of the company, and the flexibility improves the work-life balance. Diversity and inclusion are now desirable qualities when talented people are looking for a new job.

Fluctuation rates are falling

The costs that arise when a person has to be replaced by a new team member include the costs of searching and training. Loss of productivity, customer service errors, and training costs are also costs associated with employee turnover. When the turnover rate is high, the remaining employees tend to be less committed. As a result, productivity suffers, at least temporarily.

Team members who feel valued and comfortable at work are more likely to stay with the company. Diversity, equality and inclusion create a sense of belonging and thus reduce turnover.

Trust among employees

Companies that create a work environment where every team member feels safe enough to express their opinions freely and honestly have a clear advantage over the competition. Some of the best ideas get lost or never come up at all if employees don't say what they really think. Trust between employees and managers creates a strong bond in the workplace, which is the foundation for healthy and successful relationships. When employees trust management enough to express their opinions honestly and openly, the company benefits from more creative ideas, and employees also learn to be tolerant of their colleagues' views.

Improved brand image

Implementing DEI initiatives in the workplace also contributes to how the brand is viewed outside the company. Strengthening brand image should not be the primary concern when advocating for greater inclusion. Nonetheless, a focus on inclusion will shape the brand identity and demonstrate to the business environment that decision-makers are in tune with the current social climate. Nowadays, job seekers — especially Generation Z —, business contacts, and customers are interested in what values companies represent and how employees are treated. If the company actively takes steps to develop and improve inclusion, diversity and equality, the market will take note.

What is Flexopus doing to be more inclusive?

As mentioned above, our team has a diverse, multinational background, which not only enhances the employee experience but also promotes productivity and decision-making.

• Accessible Flexopus app: Our team is actively working on improving the accessibility of our application to meet the Web Content Accessibility Guidelines (WCAG), which ensure that people with disabilities can use our app without any problems.

• Flexible working arrangements: We attach great importance to considering the individual needs of each of our team members by offering flexible working arrangements and taking into account individual restrictions and circumstances.

• Inclusive Policy: Our company is committed to implementing policies that promote equal opportunities for employees with disabilities, from recruitment to promotion and performance evaluation.

• Leading by example: We are committed to fostering a culture of respect, acceptance and diversity, and our leadership team models inclusive behaviors and attitudes to create an environment where everyone feels valued and supported.

Inclusion not only promotes innovation, increases productivity, reduces turnover and attracts the best talent, but also strengthens the brand image. It is an effective tool for creating a dynamic, healthy and successful company.