{"id":4000,"date":"2021-02-17T07:53:24","date_gmt":"2021-02-17T07:53:24","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=4000"},"modified":"2021-02-17T07:53:24","modified_gmt":"2021-02-17T07:53:24","slug":"one-in-four-believe-they-dont-fit-in-at-work-while-experts-fear-di-may-have-slipped-down-corporate-agenda","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/one-in-four-believe-they-dont-fit-in-at-work-while-experts-fear-di-may-have-slipped-down-corporate-agenda","title":{"rendered":"One in four believe they don\u2019t fit in at work, while experts fear D&I may have slipped down corporate agenda"},"content":{"rendered":"
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News Release<\/p>\n

A quarter of UK employees don’t feel they fit in at work, new research of 11,000 shows. Experts fear Diversity & Inclusion is being ‘left behind’ during the pandemic.<\/p>\n

In a roundtable\u00a0discussion with Nestle Cereal Partners, Gharry\u00a0Eccles, VP Cereal Partners (Nestle), said: \u201cThis is not about inclusive leadership but active inclusion, where every process and every team is part of an inclusive culture.”<\/p>\n

One in four believe they don\u2019t fit in at work, while experts fear D&I may have slipped down corporate agenda<\/strong><\/p>\n

A quarter of UK employees don\u2019t feel they fit in at work, new research from employee engagement experts\u00a0Inpulse<\/a>, has revealed, as experts warn that whilst D&I (Diversity & Inclusion) may have been talked about last year it has inadvertently been \u2018left behind\u2019 during the pandemic.<\/p>\n

According to data compiled between January and December 2020 from 11,000 employees, 25 per cent said they did not feel they could fully be themselves, while 33 per cent said they did not feel their company took D&I seriously.<\/p>\n

The year-long research backs up a poll1<\/sup>\u00a0carried out by Inpulse in December which showed stark differences in respondents feeling either a sense of belonging or opportunity across demographics. While 56 per cent of respondents said they felt a sense of belonging overall, just 29 per cent of those who identified as either Black or Black British said the same. In addition, over half of this demographic said they felt unable to \u2018voice a contrary opinion\u2019 due to fear of negative consequences.<\/p>\n

Inpulse define inclusion as the culture in which a diverse mix of people who work together feel comfortable and confident to be themselves and work in a way which suits them and the needs of the business. But there are fears that D&I may have taken a backward step over the last year despite #BlackLives Matter and #TransRights movements.<\/p>\n

In an Inpulse-facilitated roundtable discussion with Nestle Cereal Partners, Gharry\u00a0Eccles, VP Cereal Partners (Nestle), said: \u201cThis is not about inclusive leadership but active inclusion, where every process and every team is part of an inclusive culture. Senior leaders need to\u00a0blend the traditional leadership qualities with vulnerability, cultural intelligence and empathy\u00a0if they are to help middle managers embrace it for their teams. It\u2019s not easy. Taking a temperature check to understand if you\u2019re lagging or leading is important\u201d.<\/p>\n

Matt Stephens, CEO and Founder of Inpulse, added: \u201cOur research found that 1 in 4 don\u2019t feel they fit in at work – that\u2019s a critical issue. Whilst organisations undoubtedly made some noise during last year and some made changes, in large part nothing really changed. We must continue to challenge ourselves to keep talking about issues such as white privilege and latent exclusion \u2013 the more we talk and keep the issues in focus, the more chance something will happen.<\/p>\n

\u201cWe recognise that conversations around these areas can be uncomfortable: indeed, a quarter of respondents to our survey earlier in the year showed people feel apprehensive talking about these issues. However, we can also see from the survey that open discussion can lead to people feeling more valued, confident and hopeful. We can\u2019t become complacent about inclusion, we need to work hard to change hearts and minds.\u201d<\/p>\n

—<\/p>\n

1<\/sup>The straw poll research had 83 responses and closed on 31st December.<\/p>\n

For media enquiries contact:<\/strong>\u00a0Kay Phelps, PRinHR,\u00a0Email:\u00a0kay.phelps@PRinHR.co.uk<\/a>\u00a0+44 (0) 7710 043244.<\/p>\n

About\u00a0Inpulse<\/a><\/p>\n

Inpulse<\/a>\u00a0provides real-time emotion-driven employee insights that improve engagement to help increase the performance of a company. The Inpulse team provides support including analysis of data to provided unbiased perspective to decision-makers. T: +44 (0) 1582 818343;\u00a0tellmemore@questagency.co.uk<\/a><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

News Release A quarter of UK employees don’t feel they fit in at work, new research of 11,000 shows. 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