How Women Experience Innovation & Inclusion at Work

How Women Experience Innovation & Inclusion at Work

Share This Page To:

In a 2019 Insights Report by Great Place To Work Singapore which examined GPTW data from 900 organisations across 8 Asian countries covering a total active workforce of more than 1.5 million people, their analysis revealed that by making the work environment great for women, organizations are three times as likely to be a best workplace, which is highly correlated with financial performance.

You may download the copy of the full report here.

-GPTW Philippines

Pay inequality isn’t the only thing holding women (and men) back at work.

Analyzing data from almost 700,000 employee surveys across 1,058 different companies, we uncovered what makes the workplace great for women. Where employees reported consistently great experiences across 60 different aspects of workplace culture, the top made our list of 2019 Best Workplaces for Women™.

Among the fascinating insights from this study, we found that the degree to which people feel included and ready to innovate can be connected to the experience of women in the workplace.

There is inequity in inclusion

To feel included at work, all employees need the ability to share what makes them unique, have a sense of belonging among coworkers and believe that all people are treated equitably.

In our study, we found that men reported a greater feeling of inclusion at work than women. And this doesn’t change with an increase in managerial responsibility. With each step up in management, there’s an equal increase in the feeling of inclusion for both men and women so the gap persists at each stage.

Leaders can improve feelings of inclusion by creating an environment where employees feel free to bring their “whole selves to work.” Ensure that employees experience representation at the senior leadership level. Everyone wants to see and hear people who are “like them.” It’s harder to be what you can’t see.

Innovation happens more readily when your workplace is great for women

From our study, we dove into the underlying drivers of why both men and women actively and frequently innovate within their companies, versus those who feel unable.

Our research identified a core gauge of an organization’s innovation state: the Innovation Velocity™ Ratio. This measure of an organization’s innovation capacity is determined by how many employees consistently experience meaningful opportunities to innovate versus those who find these opportunities lacking, absent, or even threatening.

Across all genders, people at 2019 Best Workplaces for Women are more ready to innovate than other organizations. For every five women ready to innovate, two find friction.

At other organizations, for every three women ready to innovate, two face friction. Interestingly, but not surprisingly, men are also more likely to innovate at Best Workplaces for Women. (7:2 at Best Workplaces versus 5:2 for other organizations.)

To avoid barriers to innovation, leaders can strengthen their empathy muscle. Put yourself in the shoes of your employees so you can make sure front line employees have the resources they need on the job, have confidence they can care for themselves and feel part of the company’s purpose. These things enable people to harness new ideas.

If you rely on your people coming to you to know how they are feeling, there might be entire groups of people you never hear from. Leaders should take the initiative to proactively understand how different groups are experiencing the workplace. With these results, cut by demographic, you’ll be better able to respond to all your employees’ needs, and drive inclusion and innovation.

Recommended Learning Session

Latest Articles

Get your Company Certified

Certification is affordable, easy, and can be completed in as few as three weeks.

Get the Latest Articles, Insights, Trends and More.

Philippines Best Workplaces™ 2024 Methodology

Employees respond to over **60 survey questions** describing the extent to which

their organization creates a great place to work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do.

Great Place to Work® analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, company values, and the effectiveness of their leaders to ensure these are consistently experienced.

To be considered, companies had to meet the Great Place to Work-Certified™

standard. Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better to ensure the survey results truly represent all employees.

We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Companies with 10 to 99 people were considered for the Small category.

Companies with 100 employees or more were considered for the Medium category.

Companies exceeding 1,000 employees were considered for the Large category.


To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.