Dignity

Dignity in the Workplace: The Business Advantage Leaders Need in Uncertain Times

In today’s climate of economic uncertainty, business leaders are rightly focused on efficiency, innovation, and protecting the bottom line. But one of the most underutilized levers for improving performance, retention, and profitability isn’t a new product line or technology—it’s dignity in the workplace.

You may have heard the term DEI (Diversity, Equity, and Inclusion) before, but let’s call it what it really is: cultivating dignity. It’s about ensuring that every person, regardless of their background, role, or perspective, is treated with respect and given the opportunity to contribute fully. And when we make dignity a business priority, the returns speak for themselves.

Why Dignity Drives Results

1. Innovation Comes from the Edges
When people feel safe to speak up and share ideas, especially those who historically haven’t had a seat at the table, you unlock the kind of creativity that drives real innovation. Dignity in the workplace invites those perspectives in—and makes room for them to thrive. Diverse teams that feel respected and valued consistently outperform homogeneous ones in both problem-solving and idea generation.

2. Retention Becomes a Strategic Asset
Turnover is expensive—recruiting, training, and ramping up new employees drains time and resources. In uncertain times, retaining top talent is non-negotiable. When people feel seen, heard, and respected, they stay. Dignity isn’t just a morale booster—it’s a retention strategy.

3. Teams That Trust, Deliver
Respect fuels trust. And trust fuels execution. When team members believe their leaders value them as whole people, not just as job titles, engagement skyrockets. High-trust workplaces consistently report stronger performance, better customer satisfaction, and more resilience under pressure.

4. Reputation Matters More Than Ever
In a digital world, brand perception can change overnight. Employees are also brand ambassadors. A workplace where dignity is a priority doesn’t just avoid bad press—it attracts top talent, loyal customers, and mission-aligned partners.

Dignity is Not a “Nice-to-Have”—It’s a Business Strategy

Let’s be clear: promoting dignity isn’t charity. It’s smart business. And the companies that lead with it now will be the ones that emerge stronger when the dust settles.

Here’s where to start:

Lead by example. Model respect in every interaction. Your team is watching.
Listen deeply. Create real feedback loops, not just surveys. And act on what you hear.
Audit policies and practices. Do your systems reflect fairness and respect for all, or are there gaps that need closing?
Invest in people. Training, mentoring, and growth opportunities communicate that everyone matters.

The Bottom Line
In turbulent times, the instinct is often to focus inward—to cut, to shrink, to protect. But dignity in the workplace asks us to do the opposite: to expand our lens, listen more closely, and lead more humanely. And in doing so, we build companies that are not only more just—but more profitable, more agile, and more prepared for whatever comes next.

Because when people feel dignity at work, they bring their best. And when they bring their best, business gets better.

Elisabeth Cooke In Dignity, Diversity

Cost of DEI and Retention in Canada and the UK

In today’s evolving workforce, Millennials and Generation Z are placing a heightened emphasis on diversity, equity, and inclusion (DEI) when selecting employers. Organizations that neglect to cultivate an inclusive environment risk increased turnover among these groups, leading to significant financial repercussions.

The Financial Impact of Turnover Due to Lack of DEI

In Canada, high employee turnover is a costly issue. A recent survey found that 28% of Canadian companies expect turnover rates to rise in 2024, with the average cost of employee turnover reaching $30,674 per employee annually. For some organizations, these costs soar even higher, with 15% estimating turnover expenses to exceed $100,000 per employee each year.
In the UK, discriminatory pay practices in the workplace are costing the economy a staggering £127 billion in lost output each year. This figure underscores the economic impact of inadequate DEI practices.

Millennials and Gen Z: A Demand for Inclusive Workplaces

A survey reported by Benefits Canada found that 63% of Millennials and 77% of Generation Z consider DEI a key factor when evaluating potential employers. This data indicates that younger workers are more inclined to leave organizations that do not align with their DEI values.

The Business Case for DEI

Commitment to DEI not only aids in retention but also enhances overall business performance. A report from HRD Canada indicates that employees who feel supported by their managers in DEI initiatives have a 4% attrition risk, compared to 17% for those who do not feel supported. This support leads to increased employee satisfaction and loyalty.

Strategies to Enhance DEI

At Dignii, we help businesses measure and enhance workplace culture, ensuring that dignity remains at the heart of every decision – the foundation to any strategy enhancing DEI. Ready to mitigate turnover costs and proactively address DEI to attract and retain top talent from Millennial and Gen Z cohorts? Reach out so we can help you drive overall business success.

Let’s Advance Dignity together.

Elisabeth Cooke In Dignity, Diversity, Inclusion

Advancing Dignity: The Key to a Thriving Workplace

In today’s evolving workforce, organizations that prioritize respect, equity, and engagement outperform their competitors. But how do leaders move beyond traditional diversity initiatives to create workplaces where every employee thrives? The answer lies in a data-driven approach to Advancing Dignity—ensuring that every team member feels valued, heard, and empowered.

Why Advancing Dignity Matters

Dignity in the workplace is more than a moral imperative—it’s a business strategy. Research shows that organizations with inclusive cultures experience:

✅ Higher employee engagement and retention
✅ Greater innovation and problem-solving
✅ Stronger business performance and customer satisfaction

When employees feel respected and included, they bring their best selves to work. They collaborate more effectively, take ownership of their roles, and drive meaningful results.

Measuring What Matters: Turning Insights into Action

Traditional diversity programs often fall short because they lack measurable impact. Leaders need real-time insights to understand workforce dynamics, uncover biases, and take meaningful action. With advanced workforce analytics, companies can:

📊 Identify patterns in engagement, inclusion, and performance
🔍 Reduce bias in hiring, promotions, and decision-making
📈 Track progress toward a more equitable and high-performing culture

By leveraging data, companies can make informed decisions that foster belonging, drive success, and Advance Dignity at every level.

Building a Culture of Belonging

Creating a thriving workplace isn’t just about policies—it’s about culture. Leaders who prioritize dignity:

🌟 Ensure every voice is heard and valued
🌟 Promote fair opportunities for growth and advancement
🌟 Foster an environment where diverse perspectives drive innovation

A culture of dignity doesn’t happen by accident—it requires intentionality, measurement, and commitment. Organizations that embrace this mindset attract top talent, retain employees longer, and future-proof their success.

The Path Forward: Advancing Dignity Together

The future of work belongs to companies that recognize the power of dignity. By using data-driven insights, fostering inclusive cultures, and making strategic workforce decisions, organizations can unlock their full potential.

At Dignii, we help businesses measure and enhance workplace culture, ensuring that dignity remains at the heart of every decision. Ready to build a workplace where employees thrive?

Let’s Advance Dignity together.

Elisabeth Cooke In Dignity, Diversity, Female Founders, Inclusion

Dignity in the Workplace

Half way through 2019 and the conversation about “diversity” and “inclusion” continues to build momentum. These terms have been drawing attention for over a hundred years. Different groups throughout history have worked to define these terms and give them a life of their own in the hopes of fostering change. Important work has been done to encourage people shift perspectives and recognize marginalized groups: the civil rights movement, women’s suffrage, marriage equality, and Truth and Reconciliation. Thanks primarily to changes in law, the work needed to create diverse environments has become a priority for companies and organizations.

It has been established in research that diverse workplaces that are often, by their nature inclusive – when employees feel valued and respected, they demonstrate higher levels of employee engagement and have better outcomes for the organization (Swiegers & Toohey, 2012).

But we’ve been talking about it for so long – why haven’t we achieved ‘diversity and inclusion’? Why is it still necessary to advocate for equal pay and equal representation on boards? Why are people afraid to ‘come out’? And why do we still see bias and discrimination in the workplace?

We need to remember that ‘diversity’ and ‘inclusion’ are not synonymous. The term ‘diversity’ refers to the fact that people are inherently different from one another, and that each of us is unique in our own way despite some shared experiences. Whereas the term ‘inclusion’ means that within a group of people everyone feels valued and respected, and that the “mix” of differences is working well together.

There is a piece of the ‘diversity and inclusion’ conversation that is missing. Recognizing that we are all individually different, and having different groups of people feel acknowledged and working well together is great, but currently the conversation around inclusion exists as a repetitive cycle of introductions where we are constantly recognizing “new” underrepresented groups or minorities.

We currently approach inclusion as a concept that applies only to minority groups, but that still leaves some people missing. If the premise is that everyone is diverse by the mere nature of their origins, experiences, and expressions, then the solution must include everyone.

The concept that is missing here is dignity. If we focus on human dignity: the right of every person to be valued and respected, being truly inclusive follows. The origin of human rights is the recognition of a person’s dignity, and every human rights “movement” is a move toward having this dignity reflected in our laws and shared notions of equity, diversity and inclusion. “Dignity” is what people are trying to achieve when they talk about fostering inclusion, and if we shift our thinking toward acknowledging the dignity of every human being, we bring ourselves closer to creating an inclusive world.

Using the lens of ‘diversity and inclusion’ is not enough. If we begin with recognizing the right of each person to be valued and respected, we are essentially elevating dignity in the workplace. Elevating dignity creates inclusive workplaces and increases employee engagement in the way we’ve been aiming for over the past century.

Swiegers, G., & Toohey, K. (2012), “Waiter, is that inclusion in my soup? A new recipe to improve business performance.” Research Report. Deloitte Australia and the Victoria Opportunity & Human Rights Commission.