Diversity, Equity, and Inclusion (DEI) are foundational elements in developing a workplace culture where every employee feels valued and supported. These core values promote fairness and equality and drive organizational innovation and resilience. When DEI is effectively practiced, it shapes an environment where people can be themselves, contribute genuinely, and thrive.
Let’s break down each of these elements and how they interconnect:
Diversity is about what makes us unique and includes our human differences. In the workplace, this can include race, gender, age, ethnicity, physical abilities, sexual orientation, socioeconomic background, education, experiences, and perspectives. A diverse workforce brings together a wide range of individual and group differences.
Equity involves ensuring fair treatment, opportunities, access, and advancement for all individuals while also aiming to identify and eliminate barriers that have prevented their full participation. Unlike equality, which treats everyone the same, equity recognizes that different people have different needs and starting points. Achieving equity often means taking a close look at company policies and systems to make sure they support everyone fairly.
Inclusion means creating an environment where everyone feels welcome, respected, supported, and valued. An inclusive workplace ensures that all employees have a sense of belonging and are empowered to fully and authentically participate in every aspect of the organization. It involves actively engaging with and supporting diverse individuals so they can contribute to their fullest potential.
These definitions collectively emphasize the importance of recognizing and valuing differences (diversity), ensuring fairness, addressing systemic inequities (equity), and creating a sense of belonging and full participation for everyone (inclusion).
🌟 Check out: How to Measure DEI Success [Metrics & Best Practices]
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Why DEI Matters in the Workplace
DEI matters because it creates a space where everyone, bringing together the strength of various backgrounds, feels they belong and has the same chances to succeed. It goes beyond fairness—diverse teams bring in a mix of viewpoints and experiences, sparking innovation and leading to better decisions. Plus, companies with inclusive cultures are more likely to:
- Have a more engaged workforce: Research indicates that 91% of employees who feel a sense of belonging are engaged, whereas only 20% of those who lack this sense of belonging report being engaged.
- Reduce turnover rates: A 2020 report by Accenture revealed that American companies lose $1.05 trillion annually by not having inclusive work cultures.
- Enhance organizational reputation: According to research, 75% of leaders saw their DEI investments as having a very positive impact on their business’s competitive advantage, and 68% saw a positive impact on brand perception.
- Attract and retain top talent: A Glassdoor study found that 67% of job seekers consider diversity an important factor when considering companies and job offers.
- Boost creativity and innovation: Companies with diverse management teams generate innovation revenue 19 percentage points higher than companies with less diverse leadership.
✅ Read more: 10 Steps to Build a DEI Communications Strategy That Works
Expert Insights
Here’s what the experts shared with us:
Kazuko Kotaki
Associate Director, Edelman Japan
No organization is the same, and every market is different. Consequently, for diversity, equity, and inclusion (DEI) programs, one size will not fit all. Each brand needs to organize around the unique nature of its local operations to enable them to fully realize their people assets.
To lead the inclusion agenda, leaders—especially in communication roles—need to empower their CEOs to take decisive stances on behalf of the brand. However, promoting greater diversity has different nuances in different markets. For example, in Japan, women are still under-represented in business and political decision–making, underscored by the WEF Global Gender Gap Report 2024, which placed Japan 118th out of the 146 nations surveyed. Japan is also an outlier in the OECD, with immigrants accounting for only 2% of the workforce. As a result, brands need to differentiate the way they frame their DEI programs to reflect local market nuances and support socially active CEOs to speak up about market-specific needs.
The 2023 Edelman Trust Barometer found employees want employers to leverage internal voices. By infusing a culture of inclusivity and leveraging corporate communications to do so, organizations can foster adaptability and trust among stakeholders.
Ann-Marie Blake, FCIPR, Chartered PR
Co-Founder, TRUE
Forward-thinking organizations recognize that not only is DEI morally the right thing to do, but it’s also a key driver of innovation, productivity, and profitability. DEI is not a standalone initiative but an integral part of building a strong workplace culture. Despite some of the recent backlash on DEI and “anti-wokeness,” I’d encourage leaders to remain focused on their DEI goals.
Three things that leaders can do to help embed DEI:
- Listen with empathy and provide opportunities for different employee groups to raise concerns and make suggestions. This may be uncomfortable at first, but being comfortable with being uncomfortable is part of being an empathetic leader. Remember, ‘actions speak louder than words,’ so follow up on any commitments.
- Establish a structured Employee Resource Group (ERG) program. These groups are employee-led and create a forum for employees who share a common identity to support one another in building a sense of belonging. Set them up for success by offering them a budget and access to decision-makers. Your ERGs work with you, not for you, so support and acknowledge the work they do as partners.
- To make meaningful progress establish clear DEI metrics and regularly assess and communicate progress. Data helps identify areas for improvement and demonstrates your commitment to tangible change. There are many challenges in collecting data, including whether employees feel it’s safe to share. Working with your communications team, you can build trust by explaining why you are collecting personal information, how it will be used, and what the benefit to them will be.
Aditi Ghosh
Manager, Internal Communications, The University of British Columbia
Diversity, Equity, and Inclusion (DEI) are crucial for fostering a sense of belonging and a strong workplace culture. DEI is not just a moral imperative but a business necessity, as it enhances an organization’s strength and profitability through diverse perspectives and innovation.
Leaders are pivotal in modeling inclusive behavior and maintaining accountability. By clearly communicating DEI goals and progress, they can help build trust and demonstrate their ongoing commitment to this work.
Leaders and communication experts can champion DEI by promoting inclusive messages and fair practices, ensuring equitable access to a broad range of opportunities and resources. Encouraging diverse voices through storytelling, cultural competency training, and the use of inclusive language can also help teams appreciate cultural differences. In addition, fostering psychological safety helps create an open and inclusive environment, boosting productivity and engagement.
A genuine commitment to DEI transforms workplaces, motivating employees and valuing them for who they are and not just what they do. By integrating DEI into all aspects of workplace culture, leaders can unlock diverse perspectives, drive innovation, and create a dynamic workforce poised for long-term success. Ultimately, DEI should serve as a strategic initiative that enhances the workplace environment and bolsters business health, benefiting all stakeholders.
Adrian Cropley OAM, FRSA, IABC Fellow, GCSCE, SCMP
Founding Director, Centre for Strategic Communication Excellence
Leaders are instrumental in shaping the culture within an organization, particularly in their support and improvement of Diversity, Equity, and Inclusion (DEI) practices. Leaders must bridge the gap between words and actions, ensuring that they not only talk about inclusion but also actively demonstrate it. Actions speak louder than words, with only 7% of communication being conveyed through the words we use, while the rest is expressed through tone, body language, and action. Hence, the demonstration by representation, inclusion, or simply behavior is critical for sending the right DEI message.
Creating an inclusive environment where every employee feels valued and heard is essential for fostering a positive culture. To achieve this, leaders must take practical steps and demonstrate a top-down commitment to prioritizing DEI. This includes implementing bias training, forming diverse hiring panels, regularly reviewing policies to ensure equity in hiring or promotion, and supporting mentorship programs to develop all employees.
By fostering open discussions about DEI, establishing employee groups for education about various groups, and celebrating diversity with events and initiatives, leaders can build trust and demonstrate their commitment to DEI goals. These efforts not only promote a sense of belonging and respect within the organization but also contribute to a more inclusive and innovative work environment.
Lachandra Baker, MBA, CTA, CDP
Keynote Speaker | Culture Champion | Inclusion & Equity Enthusiast, Lachandra B. Baker Edutainment, LLC
The Power of DEI in Cultivating a Thriving Workplace Culture
Incorporating DEI practices into the fabric of workplace culture isn’t just a moral imperative—it’s a strategic advantage. Leaders who prioritize diversity, equity, and inclusion unlock a wealth of perspectives and experiences that drive innovation and resilience. By fostering an environment where every voice is heard and valued, we not only enhance employee engagement and satisfaction but also propel organizational success.
To truly improve culture through DEI, leaders must embody empathy, authenticity, and commitment to continuous learning. This means actively listening to underrepresented voices, providing equitable opportunities for growth, and transparently addressing challenges. It’s about creating spaces where employees feel safe to bring their whole selves to work, knowing their contributions matter.
📚Keep reading: 8 Tips to Boost Employee Communications At Your Company
Dr. Amelia Reigstad, PhD.
Speaker | Facilitator | Author, Amelia Reigstad Communication Consulting, LLC
Unfortunately, the trend of redlining DEI training and professional development within organizations continues. It surprises me because, without diverse teams, it is harder for organizations to remain competitive in the marketplace. A focus on DEI initiatives offers increased productivity, engaged employees, and brings innovation to the forefront.
It is essential for leaders to focus efforts on improving their workplace culture with better DEI practices and making this a priority. Creating a diverse, equitable, and inclusive culture allows employees to feel empowered, celebrated, and included. This can be done by developing an inclusive workplace strategy that communicates the organization’s goals and diversity efforts. Think about what it means for your organization. How can you align DEI efforts with your company values? Are you hiring a diverse workforce? All of this is key to creating a sense of belonging and acceptance for all, which is imperative in the fight for equality.
Gabrielle Loring
Managing Consultant, Gallagher
When discussing workplace culture, the words of Maya Angelou resonate: “…People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Workplace culture is the essence of how employees experience your organization. The alignment of your workplace culture with your company values and organizational goals isn’t just a nice-to-have, it’s a crucial factor that directly impacts employee satisfaction and performance.
At its heart, DEI isn’t about programs, it’s about people. People who work for diverse and inclusive organizations have higher performance against goals, greater retention and stronger emotional commitment to colleagues (according to the Neuroleadership Institute). DEI is a key factor Millennials and Gen Z look for when evaluating potential employers.
For the most successful outcomes of a DEI strategy, make sure it ties back to your business goals, has measurable objectives, and has actionable steps for leadership, managers, and employees to follow. DEI is a fundamental attribute of a positive employee experience and company culture.
💡Want more insights? Check out Belonging is All About Trust
Tyrone Russell
Principal Consultant, Faces International Integrated Corporate Growth and Business Consultancy
The Promises We Make: Penetrating Protective Layers with Open Arms
Today, many companies have attempted to increase employee output by encouraging them to bring their authentic selves to work. These organizations understand that an employee who feels included and connected as they are delivers a superior product. Recruitment material and the “join our team” sections of websites promise a welcoming environment, urging individuals to let down their guards and to “come as they are.“ However, when these employees reveal their true identities, including unique presentation styles, perspectives, haircuts, or various cultural norms, leadership often brandishes and weaponizes “professionalism” to address their discomfort with the diversity of “being” that has been unmasked.
This tactic turns the initial open arms into cold shoulders, betraying the trust of employees who believed in the promise of acceptance. Instead of embracing the richness of different life perspectives, companies enforce conformity under the guise of maintaining professional standards.
This betrayal not only wounds those who’ve willingly laid down their protective layers, but it hinders genuine inclusivity and vulnerabilities that allow them to be their best. Within this practice, companies risk alienating the very talent they aim to attract. Authenticity should be celebrated as examples of progress, not penalized as culturally “unfit.” To genuinely advance in a global market, companies must move beyond superficial promises and create environments where all employees feel valued and supported. It is absolutely hard work, but when we as leaders are up to lead, we commit to continue growth and learning.
Kim Clark
DEI Communications Speaker and Consultant, Kim Clark Communications, Inc.
Behind business problems are culture problems. We have a role and responsibility as communicators to tell a compelling story about the cultural issues that DEI solves in our organizations. If you were to look at your DEI strategy (if your organization has one), how much of the work and goals are dependent on communications? 75%? 90%? Most likely it’s 100%.
Leaders looking to improve culture with DEI practices must start with how they tell the DEI story. DEI work cannot be successful without communication educating, actioning, and advancing the work. Each piece of work that communicators publish needs to have a DEI LENS on it. LENS has four components:
1) LANGUAGE the promise: Memorize your employee value proposition and get obsessed about making sure the cultural experience is the one we promised.
2) ENGAGE the people: Make sure the work does not depend on a few people with responsibility but not authority.
3) NAVIGATE the power: The status quo is getting in the way of the majority of employees’ opportunity to thrive, which severely impacts organizational goals.
4) STRATEGIZE the process: Revamp systems and processes to start with DEI and have milestones throughout, so it’s never an afterthought.
🧐 Check out Why Your Communications Fall Flat: Connecting Your Internal Audience with Business Objectives
Priya Bates, ABC, MC, SCMP, IABC Fellow
President, Inner Strength Communication | Co-Founder, A Leader Like Me
Cultural Intelligence
You’ve all heard about IQ (Intelligence Quotient), which measures intellectual abilities. You’ve also heard about EQ (Emotional Intelligence), which talks to how well you handle your emotions and the emotions of people around you. A new and growing area of interest is CQ (Cultural Intelligence), which talks about your ability to work effectively in culturally diverse situations.
To date, DEI Programs have traditionally focused on check-the-box exercises that include celebrations of religious, cultural, and group observation days and months that fill communication calendars with noise and distractions; Employee Resource Groups that force equity-deserving employees to volunteer their time to educate others; and one-and-done training that provides training without knowledge of sustainable change.
CQ, on the other hand, is focused on individuals and their ability to work with others, which has the potential to make a marked difference in building culture. In the book Advita Patel and I wrote on Building a Culture of Inclusivity: Effective internal communication for diversity, equity, and inclusion, we talk about the goal of embedding DEI practices into organizational goals and programs in order to create cultures where everyone feels included. As we continue to see leadership, HR and Communication teams that still are not representative of the colleagues at the frontlines, customers who buy and use products and services, and communities where they operate; smart leaders are trying to figure out how to drive change. As we prepare for demographic shifts and changing expectations that will have impacts on recruitment, retention, reputation, and results, we’re seeing early adopters in healthcare, education, faith-based communities, and global organizations open their eyes to the need for both creating inclusive cultures AND having leaders and employees with high cultural intelligence.
Matisse Hamel-Nelis, ADS, CPACC
Accessible Communications and Marketing Consultant | Trainer | Professor | Speaker, Matisse Nelis Consulting
Improving organizational culture with better Diversity, Equity, and Inclusion (DEI) practices requires a strong focus on accessibility. Here are some actionable steps for leaders:
Assess and Audit: Start with a comprehensive audit of your current accessibility practices. Evaluate physical spaces, digital platforms, and communication methods to identify barriers to accessibility.
- Inclusive Policies: By developing and implementing policies that prioritize accessibility, you ensure compliance with legal standards and embrace best practices in universal design. This proactive approach can lead to a more inclusive and supportive environment for everyone.
- Training and Education: Provide ongoing training for all employees on the importance of accessibility. This should include practical guidance on how to create accessible documents, websites, and communications.
- Employee Resource Groups (ERGs): Encourage the formation of ERGs focused on inclusion, diversity, equity, and accessibility (IDEA). These groups can provide valuable insights and advocate for necessary organizational changes.
- Feedback Mechanisms: Establish channels for continuous feedback on accessibility from employees and customers. Act on this feedback to make iterative improvements.
- Leadership Commitment: As leaders, it’s essential to demonstrate a top-down commitment to accessibility. We can inspire and guide our teams toward a more inclusive future by modeling inclusive behaviors and holding ourselves accountable for progress in DEI initiatives.
By integrating these practices, leaders can create a more inclusive and supportive environment that values and accommodates all individuals. This enhances employee satisfaction and productivity and builds a more resilient and diverse organizational culture.
Pinaki Kathiari
CEO & Owner, Local Wisdom
Growing up in Hoboken, NJ, during the diverse 80s and 90s shaped me profoundly. My childhood friends came from various ethnicities, income levels, and sexual orientations, which serendipitously introduced me to new clubs and activities such as football, debate, drawing, programming, DJing, and more. Exposure to diversity was normal to me, which gave me the false belief that the rest of the world operated under these same set of circumstances. I was surprised when I went to college and met people from other parts of the world who weren’t as exposed to diversity as I was. Their comfort zones were smaller, they weren’t open to new experiences the way I was open to them, and they weren’t as empathetic to different types of people.
At my organization, Local Wisdom, diversity is vital. We embrace diversity in ethnicity, expertise, experience, thought, work styles, beliefs, and more. It has been crucial to our 25-year success. My advice for leaders looking to improve their culture with better DEI practices is to start with these three main things:
- Read a wide range of books to gain new perspectives, seeking out different authors and topics from business to fiction to biographies.
- Listen intently and explore others’ views, which is crucial in our fast-paced world.
- Stay open to new perspectives, which in turn will challenge and enrich your own.
Truth be told, DEI initiatives and I have a complicated relationship. I know they are necessary, but the fact that they need to exist in the first place is problematic at its core. Additionally, the topic of DEI is so big and important that it always feels like I’m not doing it justice. My thoughts on this cannot be summarized within a specific word count or even properly put into words; however, making an effort is better than inaction, so it must be pursued.
🔎 Discover more insights: Importance of Diversity and Inclusion in the Workplace and 7 Best Practices
Breaking Down the Barriers
The expert panelists shared unique perspectives and actionable steps to improving organizational culture with DEI practices.
An excellent first step is to identify possible barriers to DEI progress. Each organization has unique obstacles and other influential factors, but let’s explore some common barriers and how your organization can overcome them.
1. Unconscious Bias & Lack of Awareness
Why does it matter? Unconscious or implicit biases are attitudes or stereotypes that unconsciously affect our understanding, actions, and decisions. These biases can lead to unfair treatment of employees based on their race, gender, age, sexual orientation, disability, or other characteristics.
What can you do? Education and training are critical to helping employees recognize their biases. With proper understanding, employees and leaders may realize the significance of DEI initiatives and understand how to implement them effectively—making education a priority can provide employees with the guidance needed to change their mindsets and implement change.
2. Outdated Policies
Why does it matter? Deeply rooted organizational cultures and structures can perpetuate inequality, and just like we talked about with unconscious bias, sometimes we don’t even realize it’s happening. Outdated policies, traditional power dynamics, and cultural norms that exclude or disadvantage particular groups can prohibit effective change.
What can you do? Conduct an audit to assess the state of DEI within the organization. The audit should include employee feedback, data showing employee demographics, and a thorough review of company policies and processes. Be mindful of language that may inadvertently support bias, eliminate outdated language, and revise policies to promote DEI initiatives.
3. Resistance to Change
Why does it matter? If employees resist change, improving or implementing DEI initiatives in the workplace will be tough. Groupthink can play a significant role in accepting change, and leaders are responsible for shaping the conversation and shifting the mindset.
What can you do? Resistance can stem from a fear of the unknown, perceived threats to power or control, misconceptions, or discomfort with new norms and practices. It can also stem from uncertainty in the organization’s commitment to change. For leaders, understanding why there is resistance to change is the first step in doing something about it. Keep the conversation open, take time to listen to employee concerns, and designate champions to actively promote DEI initiatives and create a sense of belonging.
4. Inadequate Leadership Commitment
Why does it matter? Without solid backing from leaders, DEI initiatives may lack the necessary resources, attention, and authority to be successful. This ties directly into resistance to change and the responsibility of leaders to demonstrate their commitment to being stewards of change.
What can you do? It is so vital for leaders to “walk the talk” when it comes to implementing change. Leaders must hold themselves accountable and lead by example if they want employees to be better DEI advocates. Leaders can actively engage with different perspectives and experiences, model inclusive and respectful behaviors, encourage open dialogue, and, most importantly, listen to and address concerns of bias or discrimination promptly.
5. Limited Resources
Why does it matter? DEI programs require significant investment to be effective. Without adequate resources, initiatives may be poorly implemented or fail to sustain long-term impact. Getting DEI right creates a sense of belonging, increases creativity, and strengthens retention.
What can you do? For DEI initiatives to succeed, the appropriate financial and human resources must be allocated. But how can we measure the ROI for things like creativity or a sense of belonging? While it adds complexity, it’s possible through surveys, exit interviews, and internal metrics such as measuring diversity within leadership roles, diversity of job applicants, or employee demographics.
If you need to justify adding resources to DEI initiatives, consider a business case that connects directly to company values. Leverage benchmarks and metrics to demonstrate how improved DEI will improve employee experience and satisfaction.
6. Ineffective Communication
Why does it matter? When DEI initiatives aren’t effectively communicated, employees may not understand the purpose or importance of DEI efforts, leading to disengagement or misalignment with organizational objectives.
What can you do? It’s important to remember that leaders set the tone within the organization, and with that comes the responsibility of communicating why DEI is essential. Not only should leaders communicate policy changes, but they should also provide consistent and relevant updates on progress made with DEI initiatives and show accountability when there are shortcomings. This type of transparency demonstrates the sincerity behind the work and the steps that are being taken toward improvement.
7. Tokenism
Why does it matter? Tokenism can be defined as the practice of doing something (such as hiring a person who belongs to a minority group) only to prevent criticism and give the appearance that people are being treated fairly. This can lead to disillusionment and skepticism among employees, undermining the credibility of DEI initiatives.
What can you do? “Walking the talk” is especially important here because one thing that many leaders get wrong is tapping the same voices and faces to demonstrate inclusivity. It cannot simply be a box to check if you want to show that you are serious about DEI. For example, instead of hiring someone specifically because they are in an underrepresented group, improve your hiring practices to make them more inclusive and implement anti-bias tools such as structured interview questions.
Giving those voices a seat at the table is critical if your leadership team includes only some underrepresented groups. Allow them to provide input into the decisions that concern the organization and the employees while also considering feedback from employees as a whole. While it’s critical to include this perspective in leadership discussions and decisions, collecting input from across the organization is just as crucial as relying solely on one employee to be the spokesperson for an underrepresented group.
8. Lack of Accountability
Why does it matter? Without accountability, there is little incentive for sustained effort or improvement in DEI practices.
What can you do? Addressing the need for more accountability in DEI initiatives requires establishing clear goals, metrics, and responsibilities at every organizational level. Implementing regular audits and reporting systems to track progress ensures transparency and highlights areas needing improvement. Leadership must model accountability by publicly committing to DEI goals and holding themselves and their teams responsible for achieving them. Additionally, tying DEI outcomes to performance reviews and incentives can reinforce its importance and drive sustained organizational commitment.
9. Not Listening
Why does it matter? Not listening to employees, especially those from underrepresented groups, can significantly undermine DEI efforts. When employees feel that their voices are not heard or valued, it leads to disengagement, lower morale, and decreased trust in leadership. Failing to listen can keep existing biases alive and create an environment where employees feel marginalized and unsupported. This lack of active listening stifles innovation and prevents the organization from benefiting from diverse perspectives and experiences.
What can you do? Encourage open dialogue and listen—but really, really listen. Pay attention to what employees say, acknowledge their feelings and concerns, and respond thoughtfully. For this to be successful, make sure there are accessible channels for sharing feedback. Then, acknowledge the input received and openly communicate changes made due to the feedback so that employees understand their voices are valued.
Active listening enhances employee engagement and satisfaction and drives organizational innovation and collaboration.
🗣️ Other experts share their thoughts: How to Communicate Diversity and Inclusion with Authenticity
So, Where Can You Go From Here?
Improving DEI in an organization is a continuous journey that requires dedication, effort, and ongoing learning. Leaders can take explicit steps to create an inclusive workplace, such as addressing unconscious biases, updating old policies, and ensuring strong accountability.
The experts in this article highlight the importance of genuine leadership commitment, effective communication, and the courage to challenge the norm. By making accessibility a crucial part of DEI efforts, organizations can ensure that every employee feels they belong and has equal opportunities to thrive.
Creating a truly diverse, equitable, and inclusive workplace means leaders must show empathy, authenticity, and accountability. As organizations work towards this goal, they must stay committed to building an environment where everyone feels valued, heard, and empowered to be their true selves at work.
💡Learn more about Creating an Inclusive Culture Out of Uncertainty
Take the First Step
Commit to ongoing education and awareness around DEI issues. Take a close look at your current policies, practices, and workplace culture. Have open conversations with your team and listen to their experiences and feedback. By doing this, organizations can harness the diverse perspectives and experiences that drive innovation, engagement, and success. The path to a genuinely inclusive workplace is challenging but incredibly rewarding, resulting in a stronger, more resilient, dynamic organization where everyone can thrive.
🎧 Employee Listening: Why You Should Listen to Your Employees