10 Examples of Diversity and Inclusion in the Workplace

Being an inclusive and diverse workforce is more than a goal for today’s companies – it’s a way to create a culture where everyone feels seen and heard. 

Why is DEI in the workplace important? Companies that prioritize diversity and inclusion have more innovative, productive, and engaged teams. 

Let’s look at some real examples of ways you can center these ideas in your company culture. 

Here are 10 examples of diversity and inclusion in the workplace:

1. Use inclusive language

Inclusive language is the bedrock of a respectful space. It means all internal or external comms avoid stereotypes and include multiple identities, backgrounds, and abilities.

A study by the Linguistic Society of America found that inclusive language boosts workplace engagement. 67% of employees feel more valued when inclusive language is prioritized.

Companies like Google and Microsoft have created comprehensive inclusive language guides that represent the gender diversity of their employees, covering everything from gender-neutral pronouns to culturally respectful phrases. For example, Google encourages employees to stop using “guys” and instead use “team” or “folks”. 

To do the same:

• Create an inclusive language guide for your company’s culture and values, outlining respectful language around gender identity, ethnicity, abilities, roles, and more.
• Train employees on this guide and provide examples of language to use in emails, meetings, and written comms.
• Encourage team members to speak up if they notice language that could be more inclusive, to show a feedback-friendly culture.

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2. Diversity training

Diversity training is one of the most popular and effective ways to educate employees on cultural diversity and create an inclusive workforce. These trainings help team members recognize unconscious biases, understand cultural sensitivities, and learn healthier communication strategies for a multicultural environment.

Here’s how to get the most out of these trainings:

• Schedule regular diversity and inclusion training sessions, covering topics like unconscious bias, cultural competence, and allyship.
• Make training interactive with real-life scenarios, role-playing, and discussion groups so employees can internalize the principles.
• Collect feedback from participants after the event to refine and improve the training to address any emerging needs.

How to get started 👉 Book a Diversity and Inclusion Workshop with Confetti!

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3. Employee Resource Groups (ERGs)

ERGs are voluntary, employee-led groups that create a sense of community among employees with shared identities or backgrounds. These groups provide a safe space for employees to discuss issues, share experiences and work on initiatives to promote inclusivity within the organization.

According to a Catalyst report, companies with ERGs see increased employee engagement and 70% of participants said their involvement with an ERG has positively impacted their workplace experience.

IBM has been a leader in supporting ERGs for years with groups for LGBTQIA+ employees, women, Black employees, and veterans. These groups provide social support but also provide insights to leadership on how to improve policies and practices.

Here are some tips to make your ERG successful:

• Allow employees to form and join ERGs that reflect their identities or interests and provide resources like meeting spaces, funding, or company-sponsored events.
• Assign executive sponsors to each ERG to support visibility and provide mentorship and guidance.
• Encourage ERGs to work together to create intersectional awareness and amplify their impact across the organization.

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4. Inclusive leadership development

Inclusive leaders set the tone for an organization’s culture, modeling behaviors that respect and value diverse employees and perspectives. By creating a space where everyone’s voice is heard, leadership actively promotes inclusion in everyday business.

Deloitte research shows inclusive leaders are 17% more likely to increase team performance and companies with inclusive managers have a 54% lower turnover rate.

Here are the inclusion initiatives your leaders can take:

• Offer leadership development programs that focus on emotional intelligence, active listening, and cultural awareness.
• Set performance metrics for leaders, such as team diversity, inclusive decision-making practices, and employee satisfaction scores.
• Ask managers to have one-on-one check-ins with team members so they can share their unique perspectives and voice concerns in a safe space.

How to get started 👉Host a Mindful Leadership Workshop for your managers and team leaders! 

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5. Diverse recruitment and hiring processes

Diverse hiring and recruitment practices are key to bringing different perspectives into the organization. Companies are implementing strategies like removing bias from job descriptions, diversifying interview panels, and partnering with organizations that connect them to underrepresented talent.

McKinsey research shows companies with more diverse workforces are 35% more likely to outperform financially so there’s a clear ROI on inclusive recruitment.

Accenture has committed to having a gender-balanced workforce by 2025. They use blind recruitment processes that remove names and photos from applications to eliminate bias during hiring.

Here’s how you can do the same:

• Use neutral, inclusive language in job descriptions to attract candidates from different backgrounds and avoid gendered or culturally biased terms.
• Partner with diverse job boards, educational institutions, and community organizations to expand your talent pipeline.
• Train hiring managers on how to identify and avoid biases during interviews and consider blind recruitment practices like removing names and demographic information from applications.

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6. Mentorship and sponsorship programs

Mentorship and sponsorship programs allow underrepresented employees to get guidance, develop skills, and advance in their careers. Sponsors in particular use their influence to advocate for these employees in high-level discussions and get them visibility and growth opportunities.

Here are the ways you can build these programs:

• Match employees from diverse backgrounds with mentors who can offer guidance, resources, and support tailored to their career goals.
• Create a sponsorship program where senior leaders advocate for high-potential employees from underrepresented backgrounds and introduce them to key opportunities.
• Ask mentors and sponsors to discuss the unique challenges that may impact mentees’ work experiences and careers to build mutual understanding and support.

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7. Cultural holidays and observances

Celebrating cultural holidays is a great way to show respect for the diverse backgrounds of employees. It creates a space for cultural learning, respect, and connection.

This also boosts morale and a sense of belonging. 72% of employees at culturally inclusive companies reported higher personal satisfaction according to a SHRM survey.

Here are some ideas for your cultural celebrations:

• Create a company-wide holiday calendar that includes various cultural, religious, and national observances to increase awareness and inclusivity.
• Allow employees to take flexible holidays to celebrate important dates that may not be on the traditional calendar.
• Host voluntary events, workshops, or presentations where employees can learn about and participate in cultural observances and build inclusivity and connection.

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8. Addressing pay inequities

Addressing pay inequities is key to an inclusive workplace. By doing regular pay audits and making adjustments where necessary companies can ensure equal pay for equal work across different demographics.

Salesforce has been a leader in pay equity, doing annual pay audits and adjusting salaries to close the wage gap across gender and race. Since 2016 they’ve spent over $16 million on closing the racial and gender pay gap.

Here's how you can do the same:

• Conduct regular pay audits to identify and correct any pay gaps related to gender, ethnicity, or other characteristics.
• Make your pay structures and criteria transparent so employees understand how compensation decisions are made.
• Share progress updates with employees to demonstrate accountability and commitment to fair compensation.

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9. Flexible work policies

Flexible work policies that accommodate diverse lifestyles, responsibilities, and needs allow employees to thrive without sacrificing personal obligations. This is especially important for working parents, caregivers, and employees with disabilities.

Deloitte offers flexible work arrangements where employees can choose their hours and locations to suit their needs. This has resulted in higher satisfaction and productivity among team members.

A FlexJobs study found that 80% of employees are more loyal to employers who offer flexible work options so it’s a key to retaining diverse talent.

Create flexible and inclusive workplaces by:

• Offering flexible work hours, remote work options, and alternative scheduling to accommodate diverse needs.
• Creating clear policies and guidelines that support flexible work arrangements while maintaining productivity and team cohesion.
• Regularly assessing and adjusting policies based on feedback to ensure they remain effective and relevant to evolving employee needs.

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10. Continuous feedback and improvement

A truly inclusive and diverse workplace culture requires continuous feedback and improvement. By gathering input from employees through surveys, focus groups, and one-on-one discussions companies can adapt their DEI strategies based on real needs and concerns.

LinkedIn runs regular surveys to measure employee sentiment on inclusion. They use these insights to implement changes like improving accessibility features and training programs.

Companies with a feedback mechanism in place are 2.5 times more likely to increase employee satisfaction according to Gallup. Listening to employees and acting on it is one of the best ways to show you care.

Create a feedback loop culture with these steps:

• Conduct regular surveys and focus groups to gather employee feedback on DEI initiatives and workplace culture.
• Create anonymous channels for employees to share concerns or suggestions, ensuring everyone feels comfortable speaking up.
• Review feedback with your DEI and leadership teams, using it to inform strategic updates and demonstrate your commitment to ongoing improvement.

Build an inclusive culture for your diverse teams with Confetti!

At Confetti, learning about DEI is an everyday activity we would love to share with you and your team. Whether you want to learn about art history or have a fun, expert-hosted trivia night, we’ve got all the activities you need to host a virtual diversity and inclusivity activity that the whole team will love.

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For more ideas on how to create a more inclusive workplace, see our ultimate diversity and inclusion guide.

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