A New Path to Inclusion: Turning commitment into credibility

Companies in Canada, the United Kingdom, and the United States are continuing to reposition their inclusion efforts. While these shifts may be a strategic evolution, risks can emerge when they are accompanied by reduced visibility, unclear communication, or employee uncertainty on whether the organisation remains committed to inclusion. Recent Catalyst research found that many organisations in Canada, the United Kingdom, and the United States have rebranded their inclusion efforts, using words and phrases like “employee engagement,” “workplace culture,” and “wellness and wellbeing.” At the same time, many organisations are publicly signaling a move away from inclusion rather than actually decreasing their efforts.

What can organisations do to reassure their employees that they remain committed to inclusion? The following infographic provides practical, country-specific guidance.