Supporting DE&I in the Workplace: 5 Best Practices
Supporting DE&I in the workplace is critical for a thriving company! Yet, many companies struggle to implement Diversity, Equity, and Inclusion (DE&I) effectively.
This article explores 5 best practices to support DE&I in the workplace. You'll learn actionable steps to create a more inclusive environment that promotes employee satisfaction and performance.
With these insights, you’ll build a strong workplace culture of belonging and equity while staying faithful to your business goals.
Let's dive into how you can make a real difference and still grow your company.
The Three Pillars of DE&I
To understand why DE&I works to create stronger and more inclusive organizations, we need to understand the three central pillars of this method.
| 3 Main Pillars | Definition | Focus |
|---|---|---|
| Diversity | The acceptance of different perspectives, cognitive styles, problem-solving approaches, experiences, and professional backgrounds. It includes variations in thought, communication styles, work preferences, and decision-making approaches. | Innovation and perspective. Ensuring a range of viewpoints are considered in decision-making. |
| Equity | Ensuring fair access to opportunities, resources, and advancement for all, considering historical and systemic barriers. Leveling the playing field by providing different levels of support as needed. | Fairness and justice. How people are treated and whether they have the support to succeed. |
| Inclusion | Creating an environment where everyone feels valued, respected, and belongs. Fostering a culture where diverse perspectives are welcomed and employees feel empowered to contribute fully. | Belonging and empowerment. Creating a culture where everyone feels they can thrive. |
The Importance of DE&I in the Workplace
All this being said, how does this exactly improve workplace organization? How does it translate to a business's scalability, effectiveness, and profitability?
Simple: a happy team is an effective team. Happy teams are 21% more profitable, according to Gallup.
Productivity, morale, and business success are very dependent on DE&I. With diversity in your workforce, you create an inclusive culture that changes employees' perspectives, which may make them see problems differently and result in innovation. This translates to creative solutions and good decision-making.
DE&I makes all employees feel valued and respected. This encourages employees to engage better at work, so there are fewer productivity and turnover cases. Engaged employees are also very likely to go above and beyond in their roles, contributing to the company's success.
Equity in the workplace means fair treatment, access, and opportunity for all. It addresses imbalances and systemic barriers that might exist. This brings about justice and harmony in the workplace. Equity builds trust among your employees, which is great for building a unified and cooperative place of work.
A DE&I program can also improve an organization's reputation. It shows that the organization values all its employees and is committed to their development and welfare. This will be a pull for the best talent into the organization, thus giving you a massive competitive edge.
These are some of the immediate effects of applying these three main pillars to your organization:
When DE&I Does not Work
If DE&I is so crucial for a functioning and inclusive workplace, then why isn’t every company implementing it? Why are we still seeing a lack of diversity and company leaders struggling to keep up with this issue?
There are many reasons why the diversity efforts of a company might be failing. A study in 2024 showed that lack of leadership accountability, proper communication, and bias are the main reasons why DE&I Does not Work as it should.
5 Best Practices to Implement DE&I
How can we avoid this from happening? How do you ensure your organization DE&I works and promotes a functioning, healthier company?
Here are our top 5 best practices.
1) Encourage Mentorship and Sponsorship Programs
There are different types of mentorship you can consider:
Traditional mentorship – A senior or more experienced professional guides and supports a less experienced mentee in career and skill development.
Reverse mentorship – A younger or less experienced employee mentors a senior professional, often providing insights on new technologies, trends, or modern workplace dynamics.
Group mentorship – A mentor works with multiple mentees at the same time, fostering collective learning and collaboration.
Peer mentoring – Colleagues at a similar career level mentor each other, offering mutual support, knowledge-sharing, and skill development.
Buddy system – New employees or team members are paired with a more experienced peer to ease onboarding and workplace integration.
Micro-mentoring – Short, targeted mentoring sessions focused on specific skills, challenges, or goals, rather than long-term guidance.
To effectively support DE&I in your workplace, you must encourage mentorship and sponsorship programs. These initiatives can significantly impact the development and retention of diverse talent. Here’s how to set up a robust mentorship and sponsorship program:
Identify potential mentors and sponsors: Find experienced leaders and employees in the company who have expressed a true commitment to DE&I. These should be individuals who can show a track record of—and readiness for—investing in growing diverse teams.
Match mentors and mentees: Make matches based on the mentee's professional objectives and the mentor's expertise and knowledge.
Training and available resources for mentors: Enable mentors to develop and access the resources and skills required to be effective. Train them to actively listen, give constructive feedback, and involve others in a career development discussion.
Have a feedback loop: Develop a system for regularly soliciting and receiving feedback from mentors and mentees. Use the employee feedback to improve and enhance the program's ability to meet the participants' needs.
2) Provide Diverse Professional Development Opportunities
When an employee feels like they matter in a company, and see growth opportunities, they feel like they belong and are a key part of the organization. As a result, your retention rate is higher, and the results are better.
“40% of employees with a strong sense of belonging rarely think about looking for a job elsewhere, versus 5% of respondents with a low sense of belonging.” (Neelie Verlinden, Diversity, Equity, Inclusion and Belonging At Work: A 2025 Guide)
These opportunities help bridge gaps and empower all employees to reach their potential. Follow these tactics that will help development programs and foster higher retention rates, professional development, and and sense of belonging:
Conduct a needs assessment
Identify your diverse workforce's skill gaps and career aspirations. Use surveys, interviews, and performance reviews to gather data on what employees need to grow.
Make a list of the thighs needed to improve and the areas where more mistakes are made; what are your employees lacking?
Develop tailored training programs
Create or source training modules that address the specific needs of different employee groups. This can include leadership training for underrepresented groups or technical skills workshops for those needing advancement.
Encourage employees to attend industry conferences, webinars, and seminars. Provide financial support or time off for participation, emphasizing the value of continuous learning.
Additionally, you can develop a comprehensive library of online courses, webinars, and employee resources. Make this easily accessible and regularly updated to keep the content relevant and engaging.
Monitor and evaluate progress
Track the effectiveness of your professional development programs. Use metrics such as participation rates, employee feedback, and career progression to assess impact and make necessary adjustments.
Case Study: Reciprocal Diversity Mentoring Program
A prominent organization recognized the need to enhance diversity of thought within its leadership and broader workforce. To address this, they implemented a Reciprocal Diversity Mentoring Program.
Unlike traditional mentorship models, this program paired senior leaders with employees from various departments and backgrounds, fostering two-way learning. Senior leaders gained insights into diverse perspectives and innovative ideas, while mentees benefited from the experience and guidance of seasoned professionals.
This approach broadened the horizons of the leadership team and empowered employees at all levels to contribute to the organization's strategic direction. The program led to increased innovation, improved employee engagement, and a more inclusive workplace culture.
This example illustrates how mentorship programs focusing on diversity of thought can lead to mutual growth and organizational success.
3) Create Diverse Project Teams and Workgroups
Diversity is the superpower your company needs for growth. We tend to believe that the same type of people and profiles work better together, but the reality is that more diversity, ideas, experiences, and background creates a richer company that provides better and more complete solutions.
Finding new perspectives helps the team question the problem, question the solutions, and come up with innovation.
In fact, diversity makes businesses 87% more likely to make better business decisions, increase productivity by 32%, and help your company reach different markets.
Follow these steps to create effective, diverse teams:
Define team objectives clearly: Start by outlining the goals and purpose of the team. Clear objectives guide the selection of team members with the necessary skills and perspectives.
Assess the existing talent pool: Evaluate your employees' skills, experiences, and backgrounds. Identify individuals who bring different viewpoints and capabilities to the table.
Select team members strategically: Choose people from various departments, backgrounds, and expertise areas. Aim for a balance of technical skills and creative thinking.
Provide diversity and inclusion training: Equip team members with tools and strategies for effective collaboration. Training should focus on cultural competence, unconscious bias, and inclusive practices.
Monitor team dynamics regularly: Keep an eye on how the team interacts and performs. Address any issues of bias or exclusion promptly to maintain a positive and productive environment.
The Power of "Innovation Days" For Workplace Diversity
These workshops, meetings, and work sessions (or whatever you want to call them) are where diverse teams tackle specific challenges or projects outside their usual scope.
This practice leverages their collective creativity and strengthens their collaborative skills, ultimately enhancing team cohesion and performance. This approach can uncover new solutions and drive continuous improvement within your organization.
4) Recognize and Celebrate Cultural Events and Holidays
Every employee's experience matters; this includes their background. Recognizing and celebrating cultural heritage and holidays can significantly enhance DE&I in your workplace.
Having a strong sense of “cultural fit” in your company promotes understanding, respect, and appreciation of diverse backgrounds. This means not only celebrating heritage but bringing people with cultural similarities together and celebrating each of their differences.
When we celebrate each heritage and holiday under a cultural fit strategy, we can see an increase in company culture, a distinct and recognizable workplace, and a sense of belonging, as seen in actual statistics:
This is how to do it:
Create a cultural events calendar: List major cultural and religious holidays your employees celebrate. Include both widely recognized holidays and those specific to different cultural groups within your organization.
Involve employees in planning: Invite employees to share their cultural traditions and suggest events or activities. This inclusion fosters a sense of ownership and authenticity in the celebrations.
Allocate budget and resources: Dedicate funds and resources to support these events. This may include decorations, food, educational materials, and guest speakers to enrich the celebrations.
Communicate effectively: Announce upcoming cultural events and holidays through multiple channels. Use emails, intranet posts, and team meetings to spread the word and encourage participation.
Educate the workforce: Provide context and information about the significance of each event. Use newsletters, workshops, and seminars to deepen employees' understanding of different cultures.
Encourage participation and respect: Promote active involvement from all employees. Emphasize the importance of respecting and appreciating cultural differences. This makes celebrations inclusive and engaging.
Real Example of a "Cultural Ambassador" Program
When employees volunteer to represent and share insights about their culture, this initiative can facilitate deeper connections.
This is the case of the New York Life Insurance Cultural Ambassador Program, where a board of diverse and culturally different people come together to bring new ideas and seminars and speak in different languages to bring their knowledge to the whole team.
5) Regularly Assess and Address Pay Equity
Regularly assessing and addressing pay equity is crucial for supporting DE&I in your workplace. More importantly, it helps create a fair and transparent environment. Here’s how to implement this practice:
Conduct a comprehensive pay audit: Start by analyzing your organization's current pay structure. Collect data on salaries, bonuses, and other forms of compensation across different job roles and departments.
Identify disparities: Compare the compensation data for different groups, such as gender, race, and age. Look for patterns or gaps that indicate inequities.
Analyze contributing factors: Investigate the reasons behind any identified pay disparities. Consider factors like job level, tenure, education, and performance ratings. Determine if these disparities are justifiable or if they indicate bias.
Adjust compensation as needed: Address unjustified pay gaps by adjusting salaries and benefits. Develop a plan to bring all employees' compensation in line with equitable standards.
Establish transparent pay policies: Create and communicate clear compensation and pay increase guidelines. Ensure these policies are fair, consistent, and free from bias.
Asses: Once you have a clear picture and some practice, assess your equity pay initiatives by monitoring, updating, addressing, and communicating correctly:
By addressing internal equity and following these five steps, you keep compliant with DE&I goals.
Insider Tip: We recommend implementing a standardized job evaluation process with clear job roles and responsibilities criteria. This process can help prevent bias in compensation decisions and promote fairness across the organization. This structured approach ensures all employees are evaluated and compensated based on their contributions and skills.
Do You Need a DE&I Committee?
A DE&I committee is a group of employees (and sometimes external stakeholders) dedicated to championing DE&I within an organization. They work to develop and implement strategies that foster a more inclusive and equitable workplace.
This includes conducting needs assessments, setting goals, and creating action plans to address identified gaps and barriers.
While every organization can benefit from a focus on DE&I, a formal committee may not always be necessary, especially for smaller companies.
| Do You Need a DE&I Committee? | ||
|---|---|---|
| Situation | Do You Need a DE&I Committee? | Reason |
| Large and Complex Organization | Likely YES | Larger organizations often have more complex DE&I challenges that require a dedicated team to address. |
| Significant DE&I Challenges (e.g., representation, equity, inclusion issues) | Likely YES | A committee can provide focused attention and drive meaningful change in these areas. |
| Commitment to Long-Term DE&I Efforts | Likely YES | A committee provides structure and continuity for DE&I initiatives, ensuring they are sustained over time. |
| Desire for Shared Ownership of DE&I | Likely YES | A diverse committee can empower employees to become active participants in DE&I efforts. |
| Small Organization | Possibly NO (for now) | Smaller companies may be able to manage DE&I initiatives through existing leadership or HR functions. |
| Less Complex DE&I Needs | Possibly NO (for now) | If your organization has a relatively homogenous workforce and few reported DE&I issues, a less formal approach may suffice. |
| Just Starting Your DE&I Journey | Possibly NO (initially) | You can begin by focusing on education and awareness-building before forming a full-fledged committee. |
Boost DE&I in Your Workplace
Supporting DE&I in the workplace is an ongoing commitment. The best practices in this article can serve as a foundation.
Plus, you have step-by-step plans to implement all of them.
However, true inclusion requires continuous effort and reflection.
Creating a culture of equity allows you to drive meaningful change. What steps will you take today to support DE&I in your workplace?
Remember, every action counts. Browse the top DEI consulting firms and create workplaces where everyone feels valued and included.
FAQs
What is DE&I in the Workplace?
DE&I in the workplace stands for Diversity, Equity, and Inclusion. It refers to a set of organizational practices and policies designed to create a work environment where everyone feels valued, respected, and has equal opportunities to succeed, regardless of their background.
What is the difference between DE&I and D&I?
While often used interchangeably, there's a subtle but important distinction. D&I (Diversity and Inclusion) focuses primarily on the presence of diversity and creating an inclusive environment. DE&I (Diversity, Equity, and Inclusion) adds the crucial element of equity.
What makes a good DEI program?
Data-driven: It's based on a thorough needs assessment and uses data to track progress and measure impact.
Leadership-backed: It has visible support and commitment from senior leadership.
Employee-centric: It involves employees in the design and implementation of initiatives and addresses their specific needs and concerns.
Sustainable: It's not a one-off initiative but an ongoing process of continuous improvement.
Measurable: It sets clear goals and uses metrics to track progress and demonstrate impact.
How do you create a DEI initiative?
Develop a comprehensive DEI strategy with clear goals, objectives, and action plans. Prioritize initiatives based on the needs assessment and available resources.
Put your plan into action, communicating clearly with employees about the initiatives and their purpose. Provide training and resources to support employees and managers in implementing inclusive practices.
