Workplace inclusion and employee engagement are important issues for all organizations. Employers invest significant resources to improve the work environment, yet a considerable number of employees feel excluded or isolated, and the vast majority are disengaged with their work (Gallup, 2022; Hagel et al., 2017; Twaronite, 2019). Studies continue to demonstrate positive individual and organizational outcomes associated with inclusive workplaces and a fully engaged workforce (Harter et al., 2006; Lavigna, 2013; Macey et al., 2009; Pleasant, 2017; U.S. Merit Systems Protection Board, 2008; Vohra et al. 2015). Still, the extent to which workplace inclusion serves as an antecedent of employee engagement is unclear. Based on the analysis of secondary data from six employee engagement surveys conducted among State of Michigan (SOM) employees between 2012 and 2020, this research sought to ascertain whether a positive relationship exists between workplace inclusion and employee engagement. The results indicated a weak relationship (positive and negative) between the two variables with varying levels of statistical significance. These findings failed to provide support that increasing sentiments on the inclusivity of the work environment will lead to higher individual or collective rates of employee engagement. Nevertheless, this research added context to the extant literature on workplace inclusion and employee engagement while offering practical analysis and recommendations concerning public sector efforts to enhance the employee experience and foster an inclusive environment where all employees can thrive. Keywords: workplace inclusion, employee engagement, employee survey, public sector, Michigan