【商業智慧】研究：具包容性的組織創新收入高逾7成 Study founds that Inclusive Organizations Report More than 70% Higher Innovation Revenue
在現代商業環境中，組織領導者日益重視利用包容性來吸引人才、留住員工、激發創意和實現卓越表現。根據波士頓諮詢公司（Boston Consulting Group）的研究顯示，具包容性的組織創新收入比非包容性組織高73%，進入新市場的可能性增加70%，決策效能提高50%，平均盈利能力增加36%。這種領導方式不僅提升團隊表現和決策品質，促進團隊合作，而且明顯降低員工流失率。要成為具包容性的領導者，需要掌握以下五大策略：
- 真實勝於形象
優秀領導者展現真實自我，鼓勵開放、真誠的溝通，這樣不僅能建立信任，還營造出一個心理安全的工作環境。 - 破舊立新
他們不盲從過時規則，而是主動改變那些排斥或忽略特定群體的做法，從而實現工作場所的公平與正義。 - 主動學習與實踐
成為包容性領導者需要持續學習、自我檢視，挑戰各種偏見和習慣，並將這些學習融入日常領導行為中，造就長遠影響。 - 提供平等機會
有包容能力的領導者能明白不同背景的員工可能面臨不同挑戰，因此提供相應支持與資源，確保每個人都有成功的機會。 - 人皆有責
真正的包容文化需要全員參與，這不僅是人力資源部門的職責，而是整個組織共同的使命。
In the modern business environment, organizational leaders increasingly recognize the importance of leveraging inclusivity to attract talent, retain employees, stimulate creativity, and achieve outstanding performance. Research from Boston Consulting Group shows that organizations with inclusivity may have a 73% higher revenue from innovation compared to non-inclusive organizations, a 70% increased likelihood of entering new markets, a 50% improvement in decision-making efficiency, and an average of 36% higher profitability. This leadership approach not only enhances team performance and decision-making quality but also significantly reduces employee turnover rates. To become an inclusive leader, one must master the following four key strategies:
- Authenticity Over Image
Exceptional leaders display their true selves, encouraging open and sincere communication. This not only builds trust but also creates a psychologically safe work environment. - Breaking the Mold
They do not blindly follow outdated rules but actively change practices that exclude or ignore specific groups, thereby achieving fairness and justice in the workplace. - Active Learning and Practice
Becoming an inclusive leader requires continuous learning, self-examination, challenging various biases and habits, and integrating these learnings into everyday leadership behaviors for long-term impact. - Providing Equal Opportunities
Inclusive leaders understand that employees from different backgrounds may face various challenges, therefore, they provide corresponding support and resources to ensure everyone has an opportunity to succeed. - Responsibility for All
A truly inclusive culture requires the participation of everyone, not just the responsibility of the HR department, but a collective mission of the entire organization.
Inclusive leadership is not just a value or strategy; it is a practice that can positively impact organizational culture, strengthen team cooperation, and drive business growth. Continuously advancing inclusive leadership can help create a healthier, more efficient work environment, attract and retain more talented employees, and ultimately improve overall performance.