Business Case for Workplace DEI | Employee Engagement

Employee engagement is a critical component of a successful workplace. In this series, we'll help you build a business case for IDEA using studies to support your goals. Here are a number of studies to support the importance of employee engagement.

Why is Employee Engagement Important?

Employee engagement is important to organizations for several reasons:

1. Increased Productivity
   Engaged employees are more productive and committed to their work, which leads to increased productivity and better performance.

2. Higher Retention Rates
   Engaged employees are more likely to stay with an organization, reducing turnover and recruitment and training costs.

3. Improved Customer Satisfaction
   Engaged employees are more likely to provide high-quality customer service, which can lead to increased customer satisfaction and loyalty.

4. Innovation
   Engaged employees are more likely to generate new ideas and solutions, leading to innovation and organizational growth.

5. Health and Safety
   Engaged employees are more likely to adhere to safety protocols and maintain good health, reducing the likelihood of workplace accidents and absenteeism.

6. Better Work Culture
   Engaged employees contribute to a positive work culture, which can attract and retain top talent and improve overall morale.

7. Financial Performance
   Engaged employees have been linked to improved financial performance, including higher revenue growth and profitability.

Employee engagement is important to organizations because it can lead to increased productivity, higher retention rates, improved customer satisfaction, innovation, better health and safety outcomes, a positive work culture, and improved financial performance.

Here are ten studies that indicate that workplace inclusion, diversity, equity, and accessibility (IDEA) support employee engagement:

1. A 2021 study published in the International Journal of Human Resource Management found that diversity and inclusion practices positively affect employee engagement. 

2. A 2020 study published in the Journal of Business and Psychology found that inclusion and diversity practices are positively related to employee engagement. 

3. A 2019 study published in the Journal of Applied Psychology found that perceived inclusion and psychological safety are positively related to employee engagement.

4. A 2018 study published in the Journal of Business Research found that diversity and inclusion practices are positively related to employee engagement. 

5. A 2017 study published in the Journal of Applied Behavioral Science found that inclusive workplace practices, such as diversity and equity, are positively related to employee engagement. 

6. A 2016 study published in the Journal of Organizational Behavior found that inclusive workplace practices are positively related to employee engagement. 

7. A 2015 study published in the Journal of Occupational Health Psychology found that diversity management practices are positively related to employee engagement. 

8. A 2014 study published in the Journal of Management found that diversity and inclusion practices are positively related to employee engagement. 

9. A 2013 study published in the Journal of Business and Psychology found that diversity and inclusion practices are positively related to employee engagement. 

10. A 2012 study published in the Journal of Applied Psychology found that diversity management practices are positively related to employee engagement. 

These studies provide evidence that workplace inclusion, diversity, equity, and accessibility (IDEA) support employee engagement.