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Inclusion and Diversity

To thrive in today’s rapidly changing world, organizations must adopt a healthy company culture, where inclusion and diversity is steeped in the talent experience, and employees bring their best selves to work – collaborating, ideating and helping to increase overall engagement, productivity and financial results. Willis Towers Watson can help you enhance your company culture with our inclusion and diversity services.

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Featured testimonial

Moment that Matters – Paternity Leave

Kevin Fyock, Willis Towers Watson

Thanks to the Willis Towers Watson paternity leave program, I was able to take four weeks away from work with my new son. As a father, I am grateful for the time I was able to spend bonding with our new addition and supporting my wife who had just given birth—all the while being able to "unplug" for several weeks. As a generation that is changing what it means to be a "working parent," I am proud to be part of an organization that celebrates flexibility and encourages individuals to focus on moments that matter—like the birth of my second child. Paternity leave is a modern benefit that benefits all parents, regardless of gender and one that is important in ensuring our associates can be supported inside and outside of the workplace. My local leadership team made this possible. Through their support, we were able to ensure ongoing coverage for my existing work to ensure I could actually unplug and enjoy these early days with my wife and new son.

Our world is changing at unprecedented speed, with advancements in technology, shifting demographics and a changing workforce. The way we work and those we work with are changing too – bringing forth greater challenges to solve with less time. Yet we find ourselves at a unique crossroads, where diverse environments become the building blocks for broader thinking and innovation, and inclusive cultures invite an array of ideas and foster the safe environments in which to speak up. 

To thrive in this changing world, organizations need to adopt a healthy company culture, where inclusion and diversity (I&D) is steeped in the talent experience, and employees bring their best selves to work – collaborating, ideating and helping to increase overall engagement, productivity, financial results and employee wellbeing.

Moving beyond legislative and regulatory requirements

Beyond legislative and regulatory requirements, fostering a healthy company culture is imperative. Willis Towers Watson can help you to create or enhance a culture and supporting programs that are built on mutual respect and trust, purpose and values, an inclusive and diverse work environment and a safe and secure workplace, where colleagues can experience a sense of self-respect, pride and self-worth (also known as workplace dignity).

How inclusion and diversity increases company performance

85%
of CEOs whose organizations have an inclusion and diversity strategy say it has improved their bottom line.
Fortune 500 companies with a higher representation of women on their boards of directors outperform their peers by
53%
in returns on equity and 42% in returns on sales.
Organizations that have high ratings for inclusion and diversity are
70%
more likely to have success in new markets, and 45% more likely to improve their market share.

Sources: PwC's 2015 CEO survey; Catalyst; The Center for Talent Innovation


Making inclusion and diversity an integral part of the talent experience and talent value proposition

Organizations that realize the true impact of an inclusive and diverse workforce have an opportunity to reflect on their current talent experience and overall talent value proposition. Willis Towers Watson helps organizations move far beyond compliance by taking a closer look at how it fosters inclusion and diversity efforts through the lens of purpose, work, people and total rewards.

We help organizations to answer the difficult questions about I&D:

  • Purpose: Does my organization support inclusion and diversity efforts? Is I&D part of our mission and values? For publicly traded companies, is it part of our employee-support-group commitments and/or sustainability metrics?
  • Work: Do fair career development opportunities exist for me? Does unconscious bias exist? Are teams diverse?
  • People: Is the company attracting and retaining the right talent, particularly from crucial talent segments? Do I feel like I can bring my authentic self to work? Is it safe to speak up?
  • Total Rewards: Does my company provide benefits – or access to benefits – to all segments of the workforce that “meet them where they and where they want to go”? Does my company support fair pay programs and measures?

We can help you seize the opportunity to create a talent experience that not only meets your employees where they are today (through personalization, choice, flexible work arrangements and more) – but also helps you take them where they want to go tomorrow.

How important is I&D to today’s businesses?

71%
of global companies have processes to remove bias on hiring
41%
of North American companies say gender pay equality is becoming more important in base pay decisions (UK 58%, EMEA 39%)
56%
of global companies have processes in place to remove bias on promotion.

Source: 2018 Getting Compensation Right Global Pulse Survey 2018

We advise our clients on the same strategies, cultural reinforcement and best practices for I&D that we are implementing as part of the Willis Towers Watson journey, with a recognition that the road continues. We can help you evolve and adapt along the way by: 

  • Conducting compensation and benefit program diagnostics and redesign, such as fair pay and pay equity analyses, as well as purpose-driven benefits, to help ensure inclusiveness in Total Rewards
  • Leading workforce planning sessions and designing inclusive talent and succession programs
  • Crafting and modeling the impact of policy changes and listening strategies and providing insights into employee engagement
  • Leading I&D implementation with our expertise in change management and communication support

Be it through modernizing total rewards and benefits programs, enhancing integrated wellbeing or assessing future of work strategies, we believe that fostering healthy company cultures steeped in inclusion and diversity will have the greatest impact on today’s talent experience – and demonstrate a commitment to a shared purpose and empowerment of the workforce.

Contact us to learn more about how we can help you with your I&D strategy, approaches and programs.

We’ve seen from our leading clients for some time now that purpose, dignity and wellbeing are highly correlated with superior customer outcomes and financial results, and that inclusion and diversity are essential components of all three factors. It is clear that when an organization’s people feel safe, empowered and inspired to be the best versions of themselves, they not only bring their whole selves to work every day, but they infuse their work with greater purpose and meaning , leading to higher levels of impact, engagement, productivity, and sustainable financial performance.”

John Bremen | Managing Director, Human Capital and Benefits, and Global Co-Head of Health and Benefits; Co-Executive Sponsor for Human Capital and Benefits Inclusion and Diversity
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