Creating A Workplace Culture Of Belonging, Diversity And Inclusivity - Linda Petrone

Talking Trends
3 min readJun 29, 2021


Image from Unsplash by Shane Rounce

I recently read an article published in Forbes, Creating a Workplace Culture of Belongingness, Diversity, and Inclusivity. Having worked with and for multiple diverse organizations and people, this article and the message it sends resonated with me.

The article speaks in depth about workplace diversity, equity and inclusivity.

Workplace Belonging

“If workers feel like they belong, companies reap substantial bottom-line benefits. High belonging was linked to a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company, this would result in annual savings of more than $52 million.”

This statement gives support to the view that when a company is human-centric and focuses on making sure employees feel valued and heard, not only boosts overall mental health, but also can immensely impact the organization.

Workplace Diversity

“A recent Medium article defines workplace diversity as “a company which employs people of varying characteristics, such as gender, age, religion, race, ethnicity, cultural background, sexual orientation, religion, languages, education, abilities, etc.”

Having a diverse workforce promotes new ideas, enables ways to create efficiencies and increases the bottom line. Diversity is a good business strategy. Having a diverse workplace enables connections with a broader group of clients, promotes new ideas and products while also creating a happier work environment.

Workplace Inclusivity

“Sometimes we may be tempted to think that recruiting and hiring a diverse workforce is the end goal. However, “Inclusion doesn’t happen simply because a diverse staff is present, but making the effort to create an inclusive workplace has a number of benefits.” A few important ways to create inclusivity: leaders of meetings have to make sure all voices are heard, not just the loudest voice or the people who always talk; a manager has to make sure all of the talent have the opportunity for stretch assignments, upward mobility and access to senior managers. They need to feel their voices are heard and their is a strong sense of a meritocracy.”

I am passionate about making the workplace a better environment! To read the full article click here.


Linda Petrone, a creative solutions oriented leader, is Founding Partner at Sage Search Advisors. Her financial industry experience has positioned her to identify, assess, and recruit talent for hedge funds, investment banks, private equity, credit, and asset managers who need well-qualified individuals. Clients choose to work with Linda due to her ability to recruit high level, across-the-board-diverse talent.

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