Workplace Innovation Platforms Statistics 2024 – Everything You Need to Know

Are you looking to add Workplace Innovation Platforms to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Workplace Innovation Platforms statistics of 2024.

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How much of an impact will Workplace Innovation Platforms have on your day-to-day? or the day-to-day of your business? Should you invest in Workplace Innovation Platforms? We will answer all your Workplace Innovation Platforms related questions here.

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Best Workplace Innovation Platforms Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 129 Workplace Innovation Platforms Statistics on this page 🙂

Workplace Innovation Platforms Benefits Statistics

  • According to the 2018 Hays Asia Diversity and Inclusion report, improved company culture, leadership and greater innovation were the top three benefits of diversity identified by respondents. [0]

Workplace Innovation Platforms Market Statistics

  • Companies with leadership that exhibited 2 D diversity outperformed their peers, were more likely to experience greater innovation, and proved able to attract new markets. [1]
  • In fact, companies that ranked as more inclusive were 1.7 times more likely to be innovation leaders in their market, and 1.8 times more likely to be change. [2]
  • Diverse companies are 70% more likely to capture new markets. [3]

Workplace Innovation Platforms Software Statistics

  • The first edition of FileMaker’s Workplace Innovation Report concludes as much, stating 94% of businesses struggle with their existing apps and software. [4]
  • In addition to struggling with their technology, existing applications, and software 96% of business also said they have a problem with their businesses processes. [4]

Workplace Innovation Platforms Latest Statistics

  • What’s more, 90% of the leaders we surveyed—C suite and frontline—believe these platforms will be core to their ability to compete in the future. [5]
  • Toptal, for example, claims it culls the “top 3%” of freelancers from across the globe. [5]
  • The Covid 19 crisis is increasingly turning companies toward this kind of platform Consider that this past spring Catalant reported a 250% increase in demand for supply chain expertise. [5]
  • Blackmores Group uncovered insights across 10 data silos and reduced the time it takes to produce a supplier report by 50 percent. [6]
  • According to U.S. Census Bureau statistics, there are plenty of them to study, 80 million. [7]
  • By 2025, 75 percent of the global workforce is expected to be made up of Millennials. [7]
  • While the vast majority of Americans surf the Web from a desktop or laptop computer at home or work, 85 percent of Millennials access the Internet from their phones – more than all other generations.”. [7]
  • Only 30 percent are engaged while 55 percent are not engaged, and 15 percent are actively disengaged. [7]
  • About 21 percent of Millennials report switching jobs within the last year, and 62 percent are open to a different opportunity. [7]
  • Millennial turnover costs the U.S. economy an estimated $30.5 billion annually. [7]
  • 44 percent of Millennials say they are more likely to be engaged when their manager holds regular meetings with them. [7]
  • But only 21 percent of Millennials meet with their manager on a weekly basis. [7]
  • While half of Millennials say they feel good about the amount of money they have to spend, less than 40 percent are what Gallup defines as “thriving” in any one aspect of well. [7]
  • Only 48 percent of respondents in a survey of 10,500 people believe corporations behave ethically, a decline from 65 percent> in 2017. [7]
  • Just 47 percent think business leaders are committed to helping society improve, down from >62 percent a year earlier. [7]
  • 69 percent of employees who believe their senior management teams are diverse see their working environments as motivating and stimulating versus 43 percent who don’t perceive leadership as diverse. [7]
  • >43 percent of Millennials envision leaving their jobs within two years while only 28 percent seek to stay beyond five years. [7]
  • 38 percent of Millennials surveyed say they have the “latest and greatest” personal devices compared to 25 percent of Baby Boomers. [7]
  • When asked how they would prefer to schedule their work time, Millennials said they would spend the least amount of time in the office <. [7]
  • when compared to Gen X , and Baby Boomers. [7]
  • 53 percent of Millennials not in IT departments said one of their first three ways to solve a digital technology issue would be to look for an answer on the Internet. [7]
  • That dropped to 41 percent with non. [7]
  • 42 percent of Millennials use real time messaging at work, 42 percent use social media and 32 percent use storage or sharing applications. [7]
  • When Millennials believe their company has a high trust culture, they’re >22 times more likely to want to work there for a long time. [7]
  • [7]
  • 88 percent of younger employees say they plan to stay long term at businesses considered “Best Workplaces for Millennials.”. [7]
  • Millennials who say they have a great workplace are 59 times more likely to strongly endorse their company to friends and family. [7]
  • >33 percent of Millennials in the U.S. expect to retire between the ages of 65 and 69 while 23 percent think they will retire between 60 and 64. [7]
  • 12 percent say they expect to work until they die. [7]
  • 73 percent report working more than 40 hours a week and nearly a quarter work more than 50 hours a week. [7]
  • The top priorities when looking for a job are money , security , holidays/time off , great people , and flexible working. [7]
  • Only 3 percent of Millennials work in the gig economy. [7]
  • As of November 5, 2021, we have dollarfor dollar, 100% pay equity for women compared to men, in every country where we operate. [8]
  • By race and ethnicity, we likewise have dollarfor dollar, 100% pay equity in countries where we collect this data. [8]
  • A Boston Consulting Group study found that companies with more diverse management teams have 19% higher revenues due to innovation. [0]
  • Cultural shifts over the last 40 years mean that South East Asia currently has a female workforce participation rate of 42% – higher than the global average of 39%. [0]
  • By the year 2025, 75% of the global workforce will be made up of millennials which means this group will occupy the majority of leadership roles over the coming decade. [0]
  • The 2018 Deloitte Millennial Survey shows that 74% of these individuals believe their organization is more innovative when it has a culture of inclusion. [0]
  • This 2016 survey shows that 47% of millennials are actively looking for diversity in the workplace when sizing up potential employers. [0]
  • McKinsey’s most recent Delivering Through Diversity report found corporations that embrace gender diversity on their executive teams were more competitive and 21% more likely to experience above. [0]
  • They also had a 27% likelihood of outperforming their peers on longer. [0]
  • It has been estimated that closing the gender gap would add $28 trillion to the value of the global economy by 2025 – a 26% increase. [0]
  • The company has a history of promoting the issue, and also records 45% of its managers and a third of its board as women. [0]
  • An almost equal number or 95% also struggle with technology designed to address their business problems. [4]
  • Some of these problems include filesharing (72%) and wrestling with information living in disparate sources (85%). [4]
  • In the survey, 85% of business users saved time, while 67% of them said they increased employee satisfaction. [4]
  • More than 3 in 4 or 77% of businesses also created more efficient processes for their mobile workforce. [4]
  • With overall improvement in the workplace, 41% said it also translated to increased customer satisfaction. [4]
  • Although the survey included companies with up to 1000+ employees, the vast majority or 48% had 5 to 49 employees. [4]
  • Another 20% had 50 to 199 employees, with the rest of the respondents having 200 to 1,000+ employees. [4]
  • With over 40 percent of the global workforce considering leaving their employer this year, a thoughtful approach to hybrid work will be critical for attracting and retaining diverse talent. [9]
  • Employees want the best of both worlds over 70 percent of workers want flexible remote work options to continue, while over 65 percent are craving more in person time with their teams. [9]
  • To prepare, 66 percent of business decision makers are considering redesigning physical spaces to better accommodate hybrid work environments. [9]
  • Even after a year of working from home, 42 percent of employees say they lack essential office supplies at home, and one in 10 don’t have an adequate internet connection to do their job. [9]
  • Yet, over 46 percent say their employer does not help them with remote work expenses. [9]
  • Sixtyone percent of leaders say they are “thriving” right now — 23 percentage points higher than those without decision. [9]
  • They also report building stronger relationships with colleagues and leadership , earning higher incomes , and taking all or more of their allotted vacation days. [9]
  • In our survey, self assessed productivity remained the same or higher for many employees over the past year, but at a human cost. [9]
  • The average Teams user is sending 45 percent more chats per week and 42 percent more chats per person after hours, with chats per week still on the rise. [9]
  • And we’ve seen a 66 percent increase in the number of people working on documents. [9]
  • This barrage of communications is unstructured and mostly unplanned, with 62 percent of calls and meetings unscheduled or conducted ad hoc. [9]
  • Despite meeting and chat overload, 50 percent of people respond to Teams chats within five minutes or less, a response time that has not changed yearover. [9]
  • Gen Z. Sixty percent of this generation — those between the ages of 18 and 25 — say they are merely surviving or flat out struggling right now. [9]
  • Survey respondents reported that they were more likely to struggle balancing work with life and to feel exhausted after a typical day of work when compared to older generations. [9]
  • One in five have met their colleagues’ pets or families virtually, and as we clung to each other to get through the year, one in six have cried with a colleague this year. [9]
  • This number was even higher for those in industries hit hardest during this time, like education , travel and tourism , and healthcare. [9]
  • Compared to one year ago, 39 percent of people say they’re more likely to be their full, authentic selves at work and 31 percent are less likely to feel embarrassed or ashamed when their home life shows up at work. [9]
  • 1 in 6 has cried with a coworker, especially those in healthcare , travel and tourism , and education. [9]
  • Today, our research shows that 41 percent of the global workforce is likely to consider leaving their current employer within the next year, with 46 percent planning to make a major pivot or career transition. [9]
  • According to global 2020 data collected by Glint, a people success platform acquired by LinkedIn, 71 percent of employees said they plan to be with their current employer in two years, a number nearly consistent with the previous year .³. [9]
  • Employees are at an inflection point 41% of employees are considering leaving their current employer this year and 46% say they’re likely to move because they can now work remotely. [9]
  • To put the idea simply true innovation happens when you try to improve something by 10 times rather than by 10%. [10]
  • Simply put, it means that 70% of our projects are dedicated to our core business 20% of our projects are related to our core business 10% of our projects are unrelated to our core business. [10]
  • In the long run, a few of those unrelated 10% ideas will turn into core businesses that become part of the 70%. [10]
  • The response rate is very high around 90% of Googlers worldwide. [10]
  • The millennial and Gen Z generations are the most diverse in history only 56% of the 87 million millennials in the country are white, as compared to 72% of the 76 million members of the baby boomer generation. [1]
  • In the 40 years between 1980 and 2020, the white working age population will have declined from 83% of the nation’s total to 63% while the number of minority workers will have doubled. [1]
  • Because 45% of American workers experienced discrimination and/or harassment in the past year. [1]
  • Only 40% of women feel satisfied with the decision making process at their organization (versus 70% of men). [1]
  • This, combined with the fact that only ⅔ of women feel they can voice a dissenting opinion without fear of repercussion (versus 80% of men). [1]
  • According to the study, “without diverse leadership, women are 20% less likely than straight white men to win endorsement for their ideas; people of color are 24% less likely; and [those who identify as] LGBT are 21% less likely.”. [1]
  • Higher representation of women in C suite level positions results in 34% greater returns to shareholders. [1]
  • A look at the Fortune 1000 list of companies shows how important female CEOs are for a company’s success while only 5% of companies are run by women, those organizations contribute 7% of the total revenue of the Fortune 1000 list. [1]
  • Gender diversity among executive teams has proven to be particularly beneficial, as research by McKinsey found that companies in the top quartile for executive gender diversity were 25% more likely to generate greater profits. [2]
  • The report also shows that companies with more than 30% women executives are more likely to outperform those with fewer or none at all. [2]
  • A white paper by Cloverpop has found that inclusive teams actually make better business decisions up to 87% of the time, and they make those decisions twice as fast within half as many meetings. [2]
  • Another noteworthy statistic from the report is that decisions made and executed by diverse teams delivered 60% better results, maximizing business performance substantially. [2]
  • According to a survey from Glassdoor, 76% of respondents say that a diverse workforce is an important factor when evaluating companies and job offers, and nearly a third would not apply to a job at a company where diversity is lacking. [2]
  • “According to the Gartner 2020 Digital Workplace Survey, 68% of respondents agreed that more Clevel execs have expressed involvement in the digital workplace since COVID 19,” says Matt Cain, Distinguished VP Analyst, Gartner. [11]
  • It found that 92% of the UK managers who described the prevailing management style of their organization as ‘innovative’ felt proud to work there. [12]
  • 92% of business leaders agree a strategic workforce education program should help an organization achieve its diversity and inclusion goals. [3]
  • 54% of Asian Americans, 35% of white Americans, 15% of Hispanic Americans, and 21% of Black Americans have completed a bachelor’s or higher degree. [3]
  • Women make up 39% of global employment but account for 54% of overall job losses. [3]
  • 69% of executives rate diversity and inclusion as an important issue. [3]
  • 44% of Black and 61% of Hispanic individuals experienced job and wage loss throughout the pandemic. [3]
  • When over the age of 25, 68% of white Americans have the necessary education and skills to access most good jobs compared to only 39% of Hispanic Americans and 55% of Black Americans. [3]
  • Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors. [3]
  • Diverse teams are 87% better at making decisions. [3]
  • Diverse management teams lead to 19% higher revenue. [3]
  • 6.6% of all Fortune 500 companies have women as their CEOs. [3]
  • Companies employing an equal number of men and women manage to produce up to 41% higher revenue. [3]
  • The GDP could increase 26% by equally diversifying the workforce. [3]
  • Gender diverse companies are 15% more likely to notice higher financial returns. [3]
  • 40% of people believe there is a double standard against women. [3]
  • Only 23% of C Suites are made up of women. [3]
  • 74% of millennial employees believe their organization is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers. [3]
  • 78% of employees who responded to a Harvard Business Review study said they work at organizations that lack diversity in leadership positions. [3]
  • 45% of American workers experienced discrimination and/or harassment in the past year. [3]
  • Inclusive companies are 1.7 times more likely to be innovative. [3]
  • Millennials are 83% more likely to be engaged at work at inclusive companies. [3]
  • Eightyone percent of respondents at digitally mature companies cite innovation as a strength of their organizations, compared with 36% from developing outfits and only 10% from early. [13]
  • Top drivers for innovation today include enhancing customer experience (53%), driving revenue growth (53%), and developing new products and services (45%). [13]
  • 42% say they will create such a role to foster innovation. [13]
  • Sixtyfive percent of high growth companies plan to collaborate with customers during the innovation process, compared to 54% of other companies. [13]
  • Eighty six percent of respondents from digitally maturing companies say that 10% or more of their time at work involves the opportunity to experiment or innovate. [13]
  • Sixtytwo percent of high growth companies plan to invest in technologies that lead to higher rates of innovation, compared to 54% of other companies. [13]
  • And 64% say this problem is restricting their ability to innovate a challenge that has increased over time. [13]
  • Marketers said their biggest barriers to innovations are risk resistance (46%), inability to measure impact (41%), and talent shortages (41%). [13]
  • Internally, 83% depend on cross functional teams to advance their innovation efforts. [13]
  • In a survey of more than 2,500 senior innovation leaders, more than 30% expect AI to be among the areas of innovation with the highest impact on their businesses in the next three to five years. [13]
  • And almost 30% are actively targeting AI in their innovation programs. [13]
  • To further engage employees in innovation, respondents report that their companies provide incentives for innovative accomplishments (44%), support for external workshops or trainings (43%), and offer special innovation focused events, like hackathons (42%). [13]
  • By 2024, as innovation becomes synonymous with disruption, 40% of CIOs will co lead innovation in their organizations. [13]

I know you want to use Workplace Innovation Platforms, thus we made this list of best Workplace Innovation Platforms. We also wrote about how to learn Workplace Innovation Platforms and how to install Workplace Innovation Platforms. Recently we wrote how to uninstall Workplace Innovation Platforms for newbie users. Don’t forgot to check latest Workplace Innovation Platformsstatistics of 2024.

Reference


  1. weforum – https://www.weforum.org/agenda/2019/04/business-case-for-diversity-in-the-workplace/.
  2. bonus – https://blog.bonus.ly/diversity-inclusion-statistics.
  3. edume – https://www.edume.com/blog/workplace-diversity-statistics.
  4. instride – https://www.instride.com/insights/workplace-diversity-and-inclusion-statistics/.
  5. smallbiztrends – https://smallbiztrends.com/2019/03/small-business-technology-challenges.html.
  6. hbr – https://hbr.org/2020/11/rethinking-the-on-demand-workforce.
  7. microsoft – https://powerplatform.microsoft.com/en-us/.
  8. firstup – https://firstup.io/blog/key-statistics-millennials-in-the-workplace/.
  9. accenture – https://www.accenture.com/us-en/about/inclusion-diversity-index.
  10. microsoft – https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work.
  11. google – https://workspace.google.com/intl/en_in/learn-more/creating_a_culture_of_innovation.html.
  12. gartner – https://www.gartner.com/smarterwithgartner/6-trends-on-the-gartner-hype-cycle-for-the-digital-workplace-2020.
  13. cultureamp – https://www.cultureamp.com/blog/improve-innovation-engagement-organization.
  14. adobe – https://business.adobe.com/blog/the-latest/15-mind-blowing-stats-about-innovation.

How Useful is Workplace Innovation Platforms

One of the key advantages of workplace innovation platforms is the ability to connect employees within an organization, regardless of their physical location. With remote work becoming more common, especially in light of the COVID-19 pandemic, the need for effective communication tools is paramount. Workplace innovation platforms provide a centralized hub for employees to share ideas, collaborate on projects, and stay connected in a virtual workspace.

Additionally, workplace innovation platforms have the potential to break down silos within organizations and facilitate cross-functional collaboration. By providing a space for employees from different departments to come together and work towards a common goal, these platforms can help drive innovation through diverse perspectives and fresh ideas. This can lead to new and more efficient ways of doing business, ultimately benefitting the company as a whole.

Furthermore, workplace innovation platforms can also help to increase employee engagement and satisfaction. By providing a space where employees can contribute their ideas and feedback, these platforms can empower individuals to have a voice in the organization and feel valued for their contributions. This sense of ownership and involvement can lead to higher levels of motivation, creativity, and productivity among employees.

However, it is important to note that workplace innovation platforms are not a one-size-fits-all solution. While these platforms have the potential to revolutionize the way companies operate, their success ultimately depends on how they are implemented and utilized within an organization. If not properly integrated into the company culture or if employees are resistant to change, workplace innovation platforms may not reach their full potential.

Moreover, workplace innovation platforms also bring about challenges and potential drawbacks. For example, the constant influx of information and communication within these platforms can become overwhelming for some employees, leading to information overload and decreased productivity. There is also the risk of potential misuse or lack of engagement, as employees may struggle to navigate the platform or feel disconnected from its purpose.

In conclusion, while workplace innovation platforms have the potential to revolutionize the way companies operate and drive increased collaboration and innovation among employees, their usefulness ultimately depends on how they are implemented and integrated within an organization. Companies must carefully consider the potential benefits and drawbacks of these platforms and ensure that they are aligned with the company’s goals and culture in order to truly harness their power and drive success.

In Conclusion

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