The business and societal value of Inclusion and Diversity (I&D) in the workplace has been established through various sources over the years. And although these benefits have been articulated, we must remind ourselves of this value and how firms can capture it through their workplace practices. This new report examines responses from HR executives and leaders worldwide on aspects of I&D. It reinforces the relationship between firm performance and gender and racial/ethnic diversity representation and how firms that qualify as “Best Places to Work” are rated substantially higher across several areas related to I&D. The report also points out that women may still be struggling to advance to leadership roles because they typically receive less coaching or feedback compared to men. This premise aligns with recent research on which I commented, Women Hear More White Lies in Performance Evaluations Than Men, and The Real Reason Women Aren’t Advancing. These findings indicate that firms can strengthen aspects of I&D through performance management and other feedback mechanisms, which are talked about less often as drivers of I&D.