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13 min read

30+ Ways to Promote Diversity, Equity, and Inclusion (DEI) in the Workplace

Global HR

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Author

Lorelei Trisca

Published

September 05, 2024

Last Update

September 06, 2024

Table of Contents

Practical ways to promote DEI in the workplace for team leaders and managers

Practical ways to promote DEI in the workplace for HR and People operations

Overall DEI tips

How NOT to do it: DEI mistakes to avoid

Run global DEI training programs with Deel Engage

Key takeaways
  1. Understanding and implementing DEI is crucial for creating a more productive and harmonious workplace environment.
  2. There are multiple benefits to fostering diversity and inclusion in business, including enhanced innovation and employee satisfaction.
  3. Implementing DEI in the workplace can be challenging and requires strategic thinking and planning.

Diversity, equity, and inclusion (DEI) are critical components of a modern, thriving workplace. However, implementing and sustaining effective DEI initiatives requires more than just good intentions. It demands actionable strategies, continuous effort, and a commitment to fostering an inclusive culture where all employees feel valued and respected.

This guide provides practical tips for team leaders, managers, and HR professionals to promote DEI within their organizations, ensuring that diversity is not just an objective but a lived reality in every aspect of the workplace.

Practical ways to promote DEI in the workplace for team leaders and managers

1. Model inclusion

Change starts with yourself. As a leader, it’s your job to be an example of workplace DEI. Real change happens when policies go from papers to people.

You can model inclusion by being transparent about mental health issues (as much as you feel comfortable). You can also use pronouns and set boundaries between work and free time.

2. Mind your choice of words

Language shapes culture. Be mindful of the words you choose, especially in written communications and meetings. Regularly educate yourself on inclusive language and encourage your team to do the same. This can involve using gender-neutral terms, avoiding stereotypes, and acknowledging different perspectives.

3. Promote a work environment of respect

Create a safe space for open-mindedness and respect by setting clear expectations that offensive language and behavior will not be tolerated.

Encourage reporting mechanisms and ensure that any complaints are taken seriously and handled promptly. Lead by example by treating everyone respectfully and immediately addressing any disrespectful behavior.

4. Listen to your people

Actively listen to your employees by giving them the space to voice their concerns without fear of retribution.

Tip

Use anonymous surveys to gather honest feedback and take actionable steps based on the insights you receive.

Follow up with individuals or groups to show that you value their input and are committed to addressing their concerns.

5. Host open discussions about inequality

Normalize conversations about DEI by making them a regular part of your team meetings and company communications. Encourage feedback and be open to learning from your team’s experiences. Make DEI a visible part of your company’s identity by discussing it on your website, during onboarding, and through ongoing initiatives.

6. Encourage everyone to talk

Foster an inclusive environment by encouraging all team members to share their thoughts and ideas. Be aware that not everyone feels comfortable speaking up in group settings, so provide multiple avenues for feedback, such as one-on-one meetings or anonymous feedback forms.

Acknowledge contributions from all team members to create an environment where everyone feels valued.

7. Understand your team members

Take the time to get to know each team member as an individual, beyond their job title or demographic characteristics.

Avoid making assumptions based on age, gender, or background. Instead, ask open-ended questions to understand their unique needs, preferences, and motivations, and tailor your management approach accordingly.

8. Motivate why DEI is important

Clearly communicate the benefits of DEI to your team, such as improved collaboration, innovation, and employee satisfaction. Share success stories and research that highlight the positive impact of DEI on organizational performance.

Frame DEI as a core value that benefits everyone and aligns with your company’s mission.

9. Host inclusive social events

Plan social events that are accessible and enjoyable for everyone. Consider different dietary preferences, physical abilities, and cultural backgrounds when choosing activities and venues.

Tip

Ensure that non-alcoholic options are available at events where alcohol is served, and make it clear that participation in any activity is optional and without pressure.

10. Mix teams

Promote diversity within teams by intentionally creating groups with varied perspectives, backgrounds, and experiences. When forming project teams or task forces, consider how diversity can enhance creativity and problem-solving.

Tip

Encourage cross-team collaboration to break down silos and leverage the strengths of a diverse workforce.

11. See diversity as an asset

Shift your mindset to view diversity as a source of strength rather than a challenge. Recognize that diverse teams are more likely to produce innovative solutions and adapt to change. Invest in training and development that helps all employees appreciate and harness the value of diversity within the team.

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Practical ways to promote DEI in the workplace for HR and People operations

12. Think outside the recruitment box

If you do something just because it has always been done this way and not because it’s motivated, it’s time for a change.

For example, is it necessary to have a college degree for a particular role? Or can you be open to hiring someone passionate and willing to learn?

There will always be jobs where higher education is a must-have. Nobody is a self-taught doctor or physicist. However, there are many cases where the willingness to learn and a robust skill set and knowledge basis can be enough to allow a candidate to achieve success in a role.

For example, not all software developers have a computer science degree/ background. However, as long as the candidate has a strong logical and analytical skill set, there’s a high chance that they can receive training to learn how to develop a website or a mobile application.

13. Consider rewriting job ads

Review your job ads for language that may unintentionally exclude certain groups. Use inclusive language and avoid gender-coded words. There are specialized specialized tools or services to identify and remove biased language in job descriptions.

Aim to create job postings that attract a diverse range of candidates.

14. Review your website and communications

Look at what the company website conveys. If you only have pictures of white men, you’ll want to swap some images to be more inclusive.

The same goes for female-dominated domains. Make sure your visual communication represents people of color and all ages.

15. Assess your hiring practices

Implement tools and processes that minimize unconscious bias in hiring. Use blind recruitment practices, where identifying information is removed from applications, to focus on skills and experience.
Train hiring managers on bias reduction techniques and monitor the diversity of candidates through each stage of the recruitment process.

16. Standardize the interview process

As a hiring manager, use standardized questions to eliminate the risk of discrimination (such as the classic example of asking women if they plan on having children).

Get into the habit of taking notes of the applicants’ actual merits instead of just going on feeling. It’s normal human behavior to like people who are similar to us. But just because you like someone, it doesn’t mean they would be the best fit for the team.

17. Rebuild fences into bridges

Encourage mentorship and coaching programs that connect employees across different levels of experience and backgrounds. Use these programs to build empathy and understanding across your organization.

Facilitate informal networks and resource groups that promote inclusivity and cross-functional collaboration.

18. Turn culture fit into cultural add

There is a lot of talk about cultural fits in old-school recruitment. This suggests that people must conform to a specific norm to be accepted. A more DEI-friendly way of reasoning is in terms of cultural add.

Encourage hiring managers to think about how new hires can bring fresh ideas and perspectives that align with the company’s values and goals.

19. Mix generations within teams

Age is a factor to consider when discussing diversity. People can experience age discrimination at all ages—junior hires are not taken seriously, and women of childbearing age are rejected during job applications for this mere fact. The same can go for mature people who can feel left out from new projects and initiatives since they’re soon to retire.

In a DEI context, age can be considered an asset. Blending age groups means differing points of view and higher innovation potential.

20. Conduct diversity training

Employee diversity training is an excellent way to start promoting diversity, equity, and inclusion. The goal is that they’ll learn about each other and how unconscious bias works.

However, diversity training is not always effective. Often, companies resort to using a dry slideshow added to onboarding out of obligation rather than genuine interest.

But by doing so, they fail to take advantage of the benefits of a diverse and inclusive workforce. We have been showing that implementing DEI within a workplace has numerous benefits.

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Overall DEI tips

So, how can you bridge the gap between the lack of and need for DEI training? Engaging your employees beats passive reading or watching. And it doesn’t have to be complicated. Here are some of our general tips.

Offer flexible holidays

Allow employees to choose holidays that align with their personal or religious beliefs rather than strictly adhering to a standard list of company holidays. For instance, instead of automatically giving everyone Christmas off, offer floating holidays that employees can use on days that are most meaningful to them.

Tip

Even if the company cannot celebrate every cultural holiday, acknowledging them in company communications or team meetings can foster a more inclusive environment.

Install quiet rooms in your office space

Set aside spaces that are easily accessible and can be used by anyone needing a quiet moment, whether for meditation, prayer, or just a break from noise. Ensure these spaces are clearly marked and communicated to all employees.

Knowing that there’s a quiet room can be a relief and motivate people to work from the office instead of from home if your workplace offers this kind of facility.

Tip

Regularly ask employees how these spaces can be improved to better meet their needs, ensuring that they remain a valuable resource.

Ensure physical and psychological safety

People need to feel safe to be able to function effectively as part of a team and feel like they belong. Physical and psychological safety are two critical parts of DEI in the workplace:

  • Physical safety means that the office is equipped with wheelchair ramps, nursing rooms, and gender-neutral bathrooms
  • Psychological safety refers to a respectful and inclusive atmosphere. It also means respecting everyone’s digital boundaries and, for example, not expecting employees to reply to messages at 11 PM

Regularly assess your physical workspace to ensure it meets accessibility standards, including ramps, accessible bathrooms, and other necessary accommodations.

Tip

Create clear policies that protect employees from harassment and discrimination. Regularly train managers and employees on maintaining a respectful and inclusive atmosphere, both in person and online.

Announce available policies and support

Frequently remind employees about available DEI resources and support channels through multiple communication channels like emails, intranet, and meetings.

Tip

Ensure confidential channels are available where employees can report concerns or seek help without fear of retaliation.

Offer inclusive rewards and benefits

When designing reward programs, consider your employees’ diverse needs and preferences. Instead of a one-size-fits-all approach, allow employees to choose from a selection of rewards that best suit their needs.

Tip

Conduct a review of your current benefits and rewards to identify any areas that may inadvertently favor certain groups over others and make adjustments to ensure they are equitable and inclusive.

Measure DEI progress

Define specific DEI goals and metrics that are regularly tracked and reported. Examples include diversity in hiring, retention rates of underrepresented groups, and employee satisfaction scores broken down by demographic.

Tip

Hold quarterly or annual reviews of DEI progress and adjust strategies as necessary to stay on track with goals.

Normalize customization

Offer flexible work schedules or remote work options that can accommodate the diverse needs of your workforce, such as those with caregiving responsibilities or those who prefer quieter work environments.

Allow employees to customize their workspaces in ways that make them feel comfortable and productive, whether that’s through ergonomic furniture, lighting adjustments, or personalized décor.

Encourage participation in Employee Resource Groups

Having perfect policies on paper won’t make an actual difference. Similarly, starting an Employee Resource Group (ERG) is the first step. These groups exist as a safe space for employees to get help with personal or career development. The employee resource group dates back to the 1960s in the USA when workers created a safe discussion forum for dealing with race-based tension in the workplace.

Tip

Encourage senior leaders to sponsor or actively participate in ERGs to show company-wide commitment to these initiatives.

Introduce employees with diverse backgrounds to sponsorships

Develop a list of sponsorship and mentorship opportunities specifically aimed at underrepresented groups within your company and actively encourage eligible employees to apply.

Tip

Pair high-potential employees from diverse backgrounds with senior leaders who can advocate for their career growth and provide valuable guidance.

Include inclusivity in company values

Values describe the philosophy and culture of your business. Transform them from a set of beautiful sentences to actionable DEI practice by touching upon inclusion and diversity.

Tip

As the world becomes more conscious, inclusive company values can attract more diverse candidates and different investment opportunities. The investment landscape has to keep up with employee needs and preferences. As a result, more investors are interested in seeing new types of voices and more diverse opinions.

Promote pay equity

Regularly conduct pay equity audits to identify any disparities in compensation across different demographics, and take corrective action as needed.

Tip

Ensure that your compensation policies are transparent and that employees understand how pay decisions are made.

Complimentary resources

Assign a workplace diversity and inclusion budget

Set aside a specific budget for DEI initiatives, which can be used for things like DEI training, hiring external consultants, or supporting ERG activities.

Tip

Review the DEI budget annually to ensure it aligns with the company’s strategic goals and the evolving needs of your workforce.

“We as employers need to make sure we’re including these [diverse] individuals and that we’re giving them equity. We need to make sure that not only do they have a job, but they have the same ability to get promoted, contribute, and have the same impact — in the world and the workplace — as their peers.[...] I think the mindset has always been to avoid talking about these things.

We didn’t want to make people uncomfortable. I think right now, the call to action is about understanding how to navigate that discomfort and how to use that to elevate your workforce. It’s about doing the important work that is long overdue and becoming inclusive and equitable."—Catalina Colman, Director of HR and Inclusion at Built In, an online community for startups and tech companies.

How NOT to do it: DEI mistakes to avoid

Here are some DEI pitfalls to avoid:

  • Focusing on creating the perfect facade and forgetting about what really matters—your employees
  • Communicating the values once and thinking it’s a done deal—either orally or in writing
  • Only focusing on one aspect and forgetting about the others
  • Promising the impossible

DEI is a complex issue that touches on deeply rooted beliefs and behaviors. Enacting a culture rooted in DEI principles might make you uncomfortable addressing unfamiliar topics and ideas that challenge your subconscious bias.

While there are no shortcuts to DEI, and it won’t get fixed overnight, addressing these issues is part of creating a better workplace and, in the long run, a better society. Never underestimate the ripple effect of seemingly small changes.

Run global DEI training programs with Deel Engage

Deel Engage is ideally suited for global teams. It supports training efforts by providing an intuitive platform for creating and managing training content for a distributed audience, accommodating different learning styles and needs.

Deel Engage takes training to the next level with:

  • AI-powered learning to personalize training experiences, provide tailored content, and cater to individual needs and learning preferences
  • Microlearning, delivering bite-sized, easily digestible content that employees consume at their own pace
  • Social learning by pairing employees with coaches and buddies, promoting peer-to-peer interaction that fosters collaboration, knowledge sharing, and support
  • An extensive learning library for employees to explore a wide range of courses and resources to learn new skills and stay updated on industry advancements
  • Career frameworks that clearly outline the skills and competencies needed to advance to the next level, motivating employees to engage in continuous learning and career development

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Request a demo to see how Deel can transform training at your organization

FAQs

Promoting diversity and inclusion means actively creating an environment where differences among individuals are recognized, valued, and leveraged to create a more effective and innovative workplace. Diversity refers to the presence of differences within a given setting, such as race, gender, age, ethnicity, religion, disability, and sexual orientation. Inclusion involves creating a culture where everyone feels respected, valued, and able to contribute fully, regardless of their differences.

An example of equity in the workplace is implementing fair pay practices that ensure employees with the same job responsibilities and performance levels receive equal compensation, regardless of their gender, race, or other personal characteristics. This might involve conducting regular pay audits and adjusting salaries to eliminate disparities, as well as providing equal opportunities for promotions and career advancement.

An example of inclusion in the workplace is ensuring that all employees have equal access to resources, opportunities, and support. For instance, creating a mentoring program that pairs new employees from underrepresented groups with experienced mentors can help these employees feel more included and supported in their career development.

An example of diversity in the workplace is having a team composed of individuals from various backgrounds, including different genders, ethnicities, ages, and cultural experiences. For example, a marketing department might include people from different regions and cultures to ensure the company’s campaigns resonate with a global audience.

Promoting diversity and inclusion in a remote workplace requires intentional strategies to ensure all employees feel connected, valued, and supported regardless of location or background. Here are actionable steps you can take:

  • Ensure that communication tools and platforms are accessible to everyone, including those with disabilities—use clear language and provide materials in multiple formats (e.g., text, audio, video)
  • Encourage the use of inclusive language in all communications and be mindful of cultural differences that may impact how messages are received
  • Organize regular virtual team-building activities that cater to diverse interests and encourage participation from all employees
  • Create virtual employee resource groups (ERGs) that allow employees from underrepresented groups to connect, share experiences, and support one another
  • Offer regular training on unconscious bias, cultural competency, and inclusive leadership to all employees, with a focus on how these concepts apply in a remote work setting
  • Train managers on how to lead diverse remote teams effectively, ensuring they understand the unique challenges that remote workers may face
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About the author

Lorelei Trisca is a content marketing manager passionate about everything AI and the future of work. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices. She aims to spread the word about creating better employee experiences and helping others grow in their careers.

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