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‘True inclusivity isn’t an appendage’



What is true inclusivity?

Innovation in talent management, especially integrating inclusivity, is a key focus for Mellors. She believes in a holistic approach to inclusion, integrating it seamlessly into the company’s fabric.

“True inclusivity isn’t an appendage; it’s a core part of our talent management practices,” Mellors asserts. She describes their approach as a two-tiered system – ‘big I and little i’ – encompassing structured programs and everyday interactions that foster a culture of inclusion.

“We ask about people’s experiences of inclusion twice a year, ensuring we have a comprehensive understanding of our workplace culture,” she tells HRD. This focus on inclusion has yielded impressive results, with their Inclusion Index consistently scoring in the high 80s.

“I think we’re top two or three in the world for IPG Mediabrands in terms of our inclusivity measures. And that just tells me we’re on the right path. Keep doing what we’re doing, and it’s always that test and learn and iteration.”

And Mellors isn’t alone in understanding the importance of inclusivity – especially going into 2024. According to research from LinkedIn, more inclusive companies earn 2.5 times more ‘cash flow’ per employees – with diverse teams making ‘better business decisions’ 87% of the time. And not only are more inclusive companies in a better position to thrive in the uncertain economic climate of 2024 – they’re also a big attraction factor for fresh, young talent.

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