There is a lot of discussion these days at Hopkins about diversity and how important this is. Most faculty searches have increasing diversity as a mandate for hiring, while keeping excellence of course. But what will happen when all these diverse hires arrive? Will the culture adopt to become more inclusive? Or will the new faculty find that being the token woman or URM results in them feeling left out? There is much less discussion about inclusiveness, and it turns out that inclusiveness can be just as impactful as diversity.

Here’s an interesting set of data I’m working on today in preparation for the Triple Helix Science & Society talk later this afternoon, which I’m told is open to the public.screen-shot-2016-11-16-at-1-21-08-pm

These data show that fostering an inclusive workplace can still have measurably positive impacts on employee discretionary effort and intent to stay. What’s remarkable is that this effect appears to be independent of how diverse the workplace is. That is – these two enhancements to the workplace are additive. And this is good news for departments or programs that are struggling to diversify their ranks because it means that they can still increase productivity, excellence, etc. just by making efforts to increase the inclusive nature of the workplace environment.

Data come from this website.