1 in 3 US Workers Report Feeling Excluded or Marginalized
by Irvine Nugent
What’s In The Media?
A new workplace inclusion study by Traliant (https://www.traliant.com/resources/report-the-state-of-inclusion-in-todays-workplace) highlights how unresolved conflict and poor communication are fueling exclusion. Nearly 1 in 3 U.S. workers (31%) report feeling excluded or marginalized at work in the past five years—a dynamic that often stems from unaddressed interpersonal tensions, lack of psychological safety, and unclear communication norms.
The survey reveals that millennials experience the highest levels of exclusion (36%), and more than half of those affected consider leaving their jobs—a clear signal that unacknowledged conflict is driving disengagement and turnover. Importantly, the report identifies conflict resolution (60%) and active listening (56%) as the top skills needed to build more inclusive environments.
These findings reinforce a critical truth: inclusion and conflict management go hand in hand. Employees can’t feel valued or heard if tension is ignored or feedback is dismissed. Proactive conflict management strategies—such as coaching, communication training, and inclusive leadership practices—are essential for fostering connection and preventing marginalization.
Why Is This Important?
This is important because it underscores how inclusion efforts will fall flat without addressing the underlying interpersonal conflicts and communication breakdowns that drive feelings of exclusion. When nearly a third of employees feel marginalized—and over half consider leaving as a result—it’s not just a DEI issue; it’s a conflict management failure with serious consequences for retention, engagement, and culture. By recognizing that unresolved tension and poor communication often lie at the heart of exclusion, organizations can shift from reactive to proactive—equipping leaders and teams with the tools to foster psychological safety, navigate differences, and build workplaces where everyone feels heard, respected, and able to contribute
How Can I Use This?
Here are four strategies to address this important issue in the workplace.
1. Spot the Signs of Hidden Conflict: If someone on your team seems disengaged, withdrawn, or frequently misunderstood, it could be a sign they’re feeling excluded—not just unmotivated. Use this data as a reminder to look beneath the surface and ask, “Is there a conversation that’s not happening?”
2. Lead with Psychological Safety: Create space where people feel safe to speak up, disagree, and be themselves. You can do this by modeling vulnerability, welcoming different perspectives, and responding with curiosity instead of judgment when conflict arises.
3. Invest in Your Own Conflict Competence: No matter your role, strengthening your conflict skills—especially around feedback, emotion regulation, and perspective-taking—makes you a more inclusive, effective communicator. Start small: notice when you avoid conflict and experiment with staying present instead.
4. Advocate for Conflict Literacy in Your Organization: Use these insights to start conversations with HR, or leadership about incorporating conflict management into inclusion strategies. Share that conflict resolution and active listening aren’t “nice-to-haves”—they’re essential for retention, engagement, and innovation.