Inclusion as a Value Driver and Competitive Advantage in 2026

As we begin 2026, in today’s fast-changing economy, inclusion isn’t just a corporate buzzword, it is an immediate imperative. In Mexico, leaders are accepting that diversity, equity and inclusion (DEI) is not just an ethical obligation, but a driver of innovation and profitability. There's evidence to boot: Companies with inclusive practices always outperform, retain the best people, and build closer business ties to end clients. For example, according to a recent study by Kantar, 83% of Mexican consumers appreciate brands that actively support diversity and inclusion. Meanwhile, global McKinsey research shows that companies that have a more diverse leadership team and gender groups on their teams are 25% more likely to achieve above-average profitability.

The evolution of the workforce will have numerous implications for the future of work. As discussed in another article regarding the concept of inclusion in management, William Ouchi's Theory Z provides a clear structure for how productivity and employee happiness can be improved in organizations. Building on key aspects of Japanese management, Theory Z highlights trust, collective, and lifelong employment as the building blocks of a robust organizational culture. This is not a very distant line from the present push for DEI in Mexican firms: creating a sense of belonging and shared purpose that is said to be at the heart of unleashing human potential and sustainable business. As noted, the value addition of inclusion supports the underprivileged and cultivates loyalty, innovation, and resilience (all significant goals for which Theory Z’s human-centric philosophy outlines many potential outcomes).

In the past, DEI initiatives were viewed as part of corporate social responsibility or an aspect of HR work. That perception is shifting. Nowadays, inclusion is integrated into strategic decision-making, from product development to customer experience to investor relations. Cloverpop says diverse teams better manage themselves 87% of the time. They bring a more open-minded outlook, greater flexibility, and a keener eye for new trends — all essential, the researchers said, when it comes to success in Mexico’s ever-evolving market. Inclusion also bolsters brand identity. Young people, especially Gen Z, want their employers to reflect their value systems. They are attracted to organizations that provide purpose, not just paychecks. Those that do not create inclusive cultures will lose talent as well as public trust. Inclusion isn’t box-ticking, it’s a matter of competitiveness.

Mexican businesses have made some progress, but there’s still a lot of room to grow — many companies have formal strategies for LGBTQ+ inclusion, but others are only starting to develop strategies that can help with gender equity, disability access, and generational diversity. But there remains a policy-practice gap. Often, inclusion continues to be symbolic: it may be in the paperwork, but it's a symbolic inclusion that doesn’t roll out into everyday activities. Industries such as finance, tech, and consumer goods are at the forefront, and manufacturing and logistics are lagging. In some opinions, the difference isn’t funding, it’s leadership. When CEOs and senior leadership prioritize inclusion, cultural change progresses faster. Employees feel empowered to be who they are, and that authenticity drives creativity, engagement, and performance. Bias inclusion cannot be confined to awareness campaigns, workshops, and initiatives. It needs to break through our own blind spots and face our unconscious bias in our attitudes, change the way we judge success, and in leadership outlooks.

Too many companies still measure inclusion by headcount. It’s simple to count employee numbers; it’s more difficult to judge to what extent employees feel respected, listened to, and empowered. Then there’s the problem of “inclusion-washing,” where organizations overstate their diversity goals without implementing substantive changes at a deeper level up the organization. Real inclusion requires consistency, transparency, and an openness and willingness to listen and improve. This is an authentic fit. Designing psychologically safe workplaces is key. These are cultures where people can talk without any fear of being criticized. Studies have shown that greater safety like that fosters innovation and hastens decisions.

A Practical Path Forward

To move forward, begin with a comprehensive assessment:

1. Get to know current society. What are employees really experiencing? Where are the blind spots?
2. Define measurable goals. Move away from symbolic actions. Develop KPIs on leadership diversity, pay equity, and employee sentiment.
3. Train leaders to lead inclusively. Educate workers about empathy and communication, and to role model what inclusive living looks like.
4. Permeate DEI across core strategy. Align inclusion with business functions, from product development through marketing to supplier relations.
5. Communicate authentically. Real stories resonate, not polished campaigns. Don’t worry about slogans, concentrate on impact.
6. Stay open and adaptable. Inclusion is an evolutionary process. Develop feedback loops and grow with your people.

The fate of business in Mexico will be influenced by how companies respond to people — and how those people foster innovation, connections, and growth. DEI is no longer a sideline initiative. It’s a fundamental strategy for sustained success. Only organizations that do so in an authentic way will be able to make the investments needed to bring out the best in people and create the loyalty of ever more value-driven consumers and associates. The most inclusive companies will be the most human — and, in the end, the most competitive.

Sources:

Cloverpop. (2017). Hacking diversity with inclusive decision making. Retrieved from https://www.cloverpop.com

El Siglo de Torreón. (2025, January 10). Empresas mexicanas avanzan hacia la inclusión LGBT+: 56% ya implementa estrategias formales. Retrieved from https://www.elsiglodetorreon.com.mx

Kantar México. (2024). Consumers and Inclusion Report 2024: Diversity matters for Mexican brands. Retrieved from https://www.kantar.com

McKinsey & Company. (2020). Diversity wins: How inclusion matters. Retrieved from https://www.mckinsey.com

NotiPress. (2025, April 18). Inclusive policies drive profitability and market value in companies. Retrieved from https://notipress.mx