Inclusion isn't just an ethical issue: done well, it's a competitive advantage. In this short episode of Jugando en Serio (in Spanish), Andrea Rodríguez, COO at Game Strategies, explains why diversity and inclusion in the workplace have a direct impact on business, and how learning through play helps people unlearn prejudice.
Diversity and inclusion in the workplace: unlearning prejudice
Rodríguez starts from a simple reflection about where prejudice comes from. As children we have no prejudices, but as we grow up, social, family and cultural influences fill us with preconceived ideas that narrow our view of the world.
The challenge is to reverse that process or, at least, learn to recognize those prejudices in order to move towards greater inclusion. That's where gamification comes in: an approach that lets people unlearn in a fun and memorable way, just as we learned when we were children.
We are all born a blank slate: in our early years we have no prejudices or biases, diversity surrounds us naturally and, without realizing it, we see it as something normal.
Why inclusion is good for business
The episode runs through several figures. According to McKinsey, inclusive companies are 25% more likely to outperform their competitors on profitability. According to Kantar, 76% of consumers expect brands to take action on diversity and inclusion. According to Deloitte, inclusive organizations have 22% lower turnover, which is especially relevant with Gen Z. And according to Gallup, employees in inclusive environments are three times more likely to be high performers and engaged.
Day to day, this translates into more creativity: teams with different perspectives tackle problems from new angles, which improves both decisions and financial results. It also translates into engagement: people who feel valued and accepted are more involved and more productive.
Four levers for an inclusive culture
Inclusion doesn't happen on its own: it takes concrete action. Rodríguez proposes four levers. First, flexibility and accessibility, from adapted schedules to physical and digital accessibility. Second, diversity in hiring, making sure leadership reflects it too, so decisions are made from diverse perspectives. Third, continuous learning, with tools that help each person explore and challenge their biases. And fourth, spaces where collaboration and respect are pillars, something play is especially good at fostering.
Learning through play: how games help build inclusion
Games make it possible to create interactive experiences where employees learn, reflect and challenge their own prejudices in a safe environment: it's not just about receiving information, but about living it and putting it into practice. Game Strategies does this with games such as Plural, where the player is an intern at a company that seems inclusive until they uncover hidden exclusionary practices, and Idem, focused on gender equality, which shows how bias affects career opportunities.
According to the studies Rodríguez cites, employees retain up to 70% of what they learn through interactive simulations and practice, compared with 10% from reading or videos. Games also make it possible to address difficult topics, such as workplace harassment or unconscious bias, without anyone feeling attacked, and they encourage collaboration, because progress requires teamwork and learning from one another.
Game Strategies' learning paths cover three areas: a culture of equality, inclusion at work and the prevention of sexual harassment. Many companies build them into their mandatory training and relaunch them every year, because inclusion isn't a one-off, but an ongoing process.
