Diversity and Inclusion Pulse: Decoding Differences in Gender Perceptions and Experiences

Most of the discussion about “inclusion” in the workplace assumes that inclusion is a singular goal, and that the word means the same thing to all executives. In reality, we often find that individuals see inclusion differently based on their unique backgrounds and experiences. And according to recent research by Russell Reynolds Associates, this is especially true of female executives.

Russell Reynolds Associates surveyed 2,167 senior executives around the world (1,587 men, 569 women, 11 preferred not to ​respond) and asked them about their perceptions of diversity, inclusion, and belonging within their current organization. The survey defined these concepts as:

  • ​​​​​Di​versity: ​​Gender, race, ethnicity, religion, national origin, age, sexual orientation, gender identity and expression,​ disability, veteran status, politic​al affiliation, education, experience, work style, communication style, socio-economic background, cross-cultural competency and perspective
  • Inclusion: The cultivation of an environment that creates opportunities for all employees to realize their unique potential
  • ​​Belonging: The extent to which individuals feel they can be their authentic selves at the organiz​ation​​

a​nd sought to measure the impact of corporate diversity and inclusion (D&I) efforts on five common human capital goals:

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