With looming talent shortages, with younger generations not replacing the volume of older generations exiting the workforce, organizations are going to be competing more intensely for top talent. Given this competition for top talent, organizations need to stay relevant to stay in business.

Traliant, which assesses workplace inclusion in U.S. organizations, including employees’ experiences with inclusivity, exclusion, and the effectiveness of inclusion training programs, found that retreating from inclusion programs is a key way to risk relevance to top talent.

Inclusion Training is More Than Just a "DEI" Initiative

When asked about training, respondents identified conflict resolution (60%) and active listening (56%) as the two most popular topics covered in inclusion training. These are not soft-skill supplements; they are the essential, practical tools that empower employees to navigate complex interpersonal dynamics, foster psychological safety, and transform disagreements into constructive dialogue. By focusing on teaching employees how to engage with different perspectives and manage inevitable workplace friction, organizations move beyond token gestures and build a truly resilient, high-performing culture that values every voice.

De-prioritizing Inclusion Will Impact Employee Retention

Of those who reported they’ve felt excluded or marginalized at work, over half (55%) said they considered leaving their job because of it. For business leaders focused on talent acquisition and managing turnover costs, this figure serves as a powerful warning: an environment where employees feel ignored or unvalued creates a powerful flight risk, making genuine inclusion—where every voice is heard and respected—the most cost-effective retention strategy available.

Inclusion Training Lagged Even Before the Pushback

Almost 40% of organizations did not provide inclusion training to all employees across all levels. This represents a fundamental gap in management strategy; by limiting this education, these companies created an environment where a significant portion of their workforce—including frontline staff and mid-level managers who interact daily—was left unprepared to foster an inclusive culture, thus undermining the business imperative for better communication, lower turnover, and stronger team performance.

‍

Read full article here