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 Spot the Signs of Hidden Conflict: If someone on your team seems disengaged, withdrawn, or frequently misunderstood, it could be a sign they’re feeling excluded—not just unmotivated.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.
Conflict EQ Q&A
What causes employees to feel excluded at work?
Employees often feel excluded when they do not feel heard, respected, consulted, or valued. While exclusion can result from intentional behavior, it frequently emerges from poor communication, unresolved conflict, unclear expectations, and a lack of psychological safety.
How does conflict contribute to workplace exclusion?
When conflict goes unaddressed, people often withdraw, stop sharing ideas, avoid difficult conversations, or feel disconnected from their teams. Over time, these experiences can create a sense of marginalization and isolation, even when exclusion was never intended.
What is psychological safety?
Psychological safety is the belief that it is safe to speak up, ask questions, share concerns, make mistakes, or disagree without fear of embarrassment, punishment, or retaliation. Teams with high psychological safety tend to communicate more openly and resolve conflict more effectively.
Why is active listening important for inclusion?
Active listening helps people feel understood and respected. When employees believe their perspectives are genuinely considered, they are more likely to engage, contribute ideas, and participate fully in team discussions.
What are signs that someone may be feeling excluded?
Common signs include:
Withdrawal from conversations or meetings
Reduced participation
Increased silence or hesitation
Lower engagement levels
Declining trust
Avoidance of collaboration
Increased turnover intentions
These behaviors are often interpreted as performance issues when they may actually be signals of disconnection.
How can leaders create more inclusive workplaces?
Leaders can create more inclusive environments by:
Encouraging open dialogue
Inviting different perspectives
Responding to disagreement with curiosity
Addressing conflict early
Providing clear expectations
Modeling vulnerability and accountability
Creating opportunities for every voice to be heard
What role does conflict resolution play in inclusion?
Conflict resolution creates the conditions for inclusion. Employees cannot fully participate if they feel ignored, dismissed, or unsafe expressing concerns. Strong conflict skills help teams address differences before they become barriers to trust and belonging.
Why do employees leave organizations where they feel excluded?
People want to feel valued and connected. When exclusion persists, employees often experience lower engagement, reduced trust, emotional exhaustion, and a diminished sense of belonging. Over time, leaving can feel easier than continuing to navigate an environment where they do not feel seen or heard.
What is conflict literacy?
Conflict literacy is the ability to recognize, understand, and navigate conflict constructively. It includes skills such as emotional regulation, perspective-taking, active listening, feedback conversations, and collaborative problem-solving.
How can I become more conflict competent?
Start by noticing your own reactions to tension. Pay attention to when you avoid difficult conversations, become defensive, or make assumptions about others' intentions. Practice staying curious longer, listening more deeply, and addressing concerns before they grow into larger problems.
What is the connection between inclusion and Conflict EQ?
Conflict EQ is the capacity to remain grounded, curious, and constructive when differences arise. Inclusive workplaces are built by people who can navigate disagreement without shutting others down. The stronger a team's Conflict EQ, the more likely people are to feel heard, respected, and included.