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DEI Tips – When you’re thinking about diversity, equity, and inclusion (DEI), it’s good to start even before new hires come in for interviews. And—recruitment is where it all begins if you want to make sure you’re building a diverse team.
Did you know that around 76% of employees see DEI as a deal-breaker when choosing an employer? Plus, companies with diverse management teams see a boost in revenue—19% higher than those without!
If you feel like your DEI strategy needs a little refresh or you’re just starting out, don’t worry! We’ve got a few simple tips that’ll help you get on the right track, to make your workplace more inclusive and diverse.
DEI stands for Diversity, Equity, and Inclusion. These three goals work hand-in-hand to create a workplace where everyone feels valued and supported.
Diverse Workplace Diversity means welcoming people from all walks of life—whether it’s gender, age, race, religion, or sexual orientation. It’s about ensuring no one is left out because of who they are.
Equitable Workplace Equity ensures that every employee has an equal chance to grow and succeed. Practices like blind hiring, structured interviews, and anti-bias training help make hiring fairer and more balanced.
Inclusive Workplace Inclusion is all about making sure everyone feels they belong. It’s about encouraging open discussions, making sure every voice is heard, and helping employees feel they truly belong.
A recent report from Pew Research Center shows that 56% of employed U.S. adults see workplace Diversity, Equity, and Inclusion (DEI) efforts as a positive move. This shows that a majority of employees appreciate companies that actively focus on creating fair and inclusive workplaces.
This shows that many people really value fair and inclusive workplaces where everyone gets a fair shot. When companies focus on DEI, it makes employees feel appreciated, improves teamwork, sparks new ideas, and makes work more enjoyable for everyone.
1. Employees Want Strong DEI Efforts: Did you know 92% of employees want their managers to take the lead on DEI and make the workplace more inclusive? Gen Z is even more passionate about it—77% of them want to work at places that share their values. And since Gen Z is the most diverse generation yet, it’s pretty clear that DEI isn’t just an option anymore.
2. DEI Attracts the Best People: The best people can come from any background—different races, genders, orientations, or ages. If you don’t focus on DEI, you’re likely missing out. Biases or unfair hiring practices limit your chances of finding the right talent.
3. A Lot of Companies Haven’t Done Enough: Here’s a surprise—only 29% of companies actually took steps last year to show their DEI commitment. That’s a huge opportunity for leaders to step up and make a difference. Taking even small steps can set you apart and improve your company’s culture.
4. It’s the Future of Work: At the end of the day, it’s about treating everyone equally. By tackling biases in hiring, management, and everyday communication, isn’t just good for work—it’s good for your people.
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When people feel they truly belong at work, it’s easier for them to connect and collaborate. In a diverse, equitable, and inclusive environment, employees share a sense of purpose, making teamwork smoother.
As experts Mark S. Babbitt and S. Chris Edmonds put it, “the quality of relationships with bosses and peers is at the core of the employee experience.” Strong connections make collaboration easier and more meaningful. When employees feel safe to bring their whole selves to work, they give their best to team efforts, leading to better results.
It’s not just collaboration that gets better with DEI—it’s innovation too. Research shows that companies with high diversity scores report higher innovation revenues. Why? Because diverse viewpoints encourage creative thinking and adaptability.
When people feel respected for their perspectives, they’re more willing to share bold ideas, which keeps teams thinking outside the box. On the flip side, a lack of diversity can make teams stagnant, as they stick to old ways of thinking. DEI is the push that helps teams embrace new ideas and create better products or services.
Biases in hiring are not just unfair—they’re costly. They lead to disengagement, which costs US companies between $450 billion and $550 billion annually. This is where DEI steps in. It helps widen the talent pool, bringing in skilled candidates from different backgrounds.
Research backs this up: 86% of millennial women and 78% of all employees say they value diversity and inclusion policies. As more Gen Z workers—who care deeply about DEI—join the workforce, this demand will only increase.
Employees want to work for companies that take DEI seriously. In fact, 78% say diversity matters, and 58% consider it very important. DEI isn’t just about policies; it’s about making sure employees feel their unique skills matter. When people know they’re valued, job satisfaction and motivation go up.
In a diverse workplace, employees can draw from their unique experiences, which not only makes them happier but also gives them a greater sense of purpose.
Employees who see their employers genuinely committing to diversity, equity, and inclusion are twice as engaged as those who don’t. They also work 12% harder, collaborate 57% more effectively, and are 19% more likely to stay with the company.
When employees feel heard and can speak up without fear, they’re more likely to share ideas and contribute to problem-solving. It’s a win-win: more ideas and better results.
Starting DEI from day one—during recruitment and onboarding—makes a difference. Employees stay longer in places where they feel safe, heard, and valued. In contrast, lack of inclusivity leads to toxic behaviors and high turnover.
DEI creates an environment that discourages such behaviors and fosters a sense of unity. Employees are more likely to stick around in a workplace that appreciates their diverse perspectives and needs.
When employees are motivated, they perform better, adapt faster, and maintain a positive attitude. DEI not only improves work culture but also boosts profits by reducing costs associated with disengagement and turnover. Companies with diverse executive boards have a 95% higher return on equity.
Alright, let’s get to the good stuff: practical tips to help you create a stronger DEI strategy. Remember, DEI isn’t one-size-fits-all—it touches various aspects of the business, from hiring to team management and retention.
Not every tip may fit your exact situation, but we’ve got plenty of ideas that can inspire you, no matter where you are in your DEI journey:
Start by giving your job descriptions a fresh look. Studies by Harvard Business Review found that inclusive wording boosts applications by 14%.
For example, “parental leave” is more inclusive than “maternity leave” as it speaks to all parents, not just mothers. Also, using pronouns like “they” or “you” is more gender-inclusive than “he” or “she.”
Avoid terms like “native” which can unintentionally exclude certain candidates. Instead, focus on what truly matters—skills and experience. Don’t get too caught up in degrees or certificates, as you might miss out on skilled candidates who just don’t have the “perfect paper credentials.” Keeping requirements lean can help you attract a wider range of talent.
Use language that’s clear, welcoming, and aligned with your company’s values. Avoid jargon or stiff phrasing. Make it relatable—explain how DEI connects with your mission and everyday work. You can even mention specific DEI initiatives, like internal events or community sponsorships, to show your efforts in action.
Get feedback from a diverse group before finalizing it, and make sure it’s easy to spot on your website. Don’t forget to include it in job postings, and keep it updated as your DEI practices evolve.
Casting a wide net with big job boards like LinkedIn is a good start, but don’t forget niche boards that cater to specific communities. Platforms like Women Who Code, Out in Tech, or Black Tech Pipeline allow you to reach underrepresented groups directly.
Glassdoor found that 67% of candidates prioritize diversity when considering job offers. By posting on these boards, you’re not only broadening your reach but actively showing your commitment to building a diverse team.
Unconscious bias can unintentionally affect hiring decisions, even at the resume screening stage. Blind hiring tools help by removing personal details like names, genders, and ages from resumes, ensuring skills and qualifications are the main focus.
A study by the National Bureau of Economic Research found that blind resumes increase callback rates by 46%. Implementing this process means you’re giving everyone a fair shot based on their abilities, not assumptions.
DEI thrives on fairness, especially during interviews. Keep things consistent by asking all candidates the same set of questions. Sure, structured interviews might feel a bit routine for recruiters, but they ensure everyone gets an equal shot to show their skills.
Structured interviews also make it easier to compare candidates and provide clearer feedback. To make it even more fair, use diverse interview panels. Having different perspectives during interviews not only creates a balanced view of candidates but also helps the team make better hiring decisions together.
These days, job seekers want more than just a paycheck—they want to work for a company that truly values DEI. In fact, 76% say diversity is a major factor in choosing where to work. So, how do you make your brand stand out?
Here’s how you can make it happen:
– Celebrate Your DEI Wins: Did your company have a Diversity Day event? Promoted someone from an underrepresented group? Don’t keep it to yourself—share it on social media! It’s a genuine way to highlight your commitment to DEI and give your brand a personal touch.
– Shine a Light on Employee Stories: Put the spotlight on the achievements of employees from different backgrounds. Sharing these stories makes your DEI efforts feel authentic, relatable, and genuinely human.
– Be Transparent and Real: Let candidates know how you promote equal opportunities, manage diversity, and build a positive culture. Honest communication builds trust, and trust is key to attracting the right talent.
If you want to hire a diverse team, you need a diverse hiring team. Add recruiters and interviewers from different backgrounds—ethnicities, genders, and roles—to get broader perspectives.
McKinsey reports that diverse decision-makers are 21% more likely to achieve above-average profitability. Don’t think of it as replacing anyone, but as adding voices that offer different angles, improving your decision-making process.
Whether candidates are hired or not, their feedback can be incredibly valuable. Include a feedback form link in your follow-up emails. Listen to their thoughts about the interview process, job descriptions, and company culture.
CareerBuilder found that 68% of rejected candidates would reapply if they had a good experience. Use this feedback to refine your process and keep the conversation open for future opportunities.
Bias exists even when we don’t see it—so training to address it is crucial. Unconscious bias training helps employees recognize biases in daily interactions, from hiring to project assignments.
The World Economic Forum reported that companies with bias training saw a 57% increase in diversity. Make this training part of onboarding, and offer refreshers to keep awareness high across all levels.
Instead of looking for someone who “fits in,” focus on those who can bring new perspectives to your team. “Culture add” emphasizes unique contributions that drive innovation.
SHRM found that prioritizing “culture add” over “fit” improves problem-solving by 30%. Ask candidates how their different experiences can enhance your current culture, making it more dynamic and inclusive.
Building an inclusive workplace means recognizing different cultural and religious needs. Create a quiet room for prayer or meditation, offer dietary options like halal, kosher, and vegetarian at events, and be mindful of fasting periods.
SHRM’s research shows that 62% of employees feel more respected when their cultural needs are acknowledged. Simple accommodations can make a huge impact on employee morale.
Train managers to facilitate discussions about DEI topics, handle sensitive issues with empathy, and ensure that concerns are taken seriously. When employees see that their voices are heard, it builds trust and creates a transparent environment where DEI is actively lived, not just talked about.
Active listening is essential to understanding employees’ needs. Set up confidential channels for feedback, and let employees lead conversations about issues affecting them.
The International Association for Human Resource Information Management found that effective listening improves engagement by 60%. Focus on listening to understand, not just to respond—it’s one of the simplest ways to build a culture of respect and trust.
Diversity goes beyond gender or race—it’s about age too. A mix of younger and older employees brings fresh perspectives together with experience.
Deloitte’s study found that age-diverse teams are 20% more successful at reaching their goals. Pair up younger employees with seasoned professionals for mentorships, allowing for a two-way exchange of ideas that benefits everyone.
A truly inclusive workplace is one where everyone feels safe—both physically and mentally. Ensure workstations are accessible, workloads are fair, and employees feel comfortable sharing concerns. If someone flags a microaggression, address it quickly and thoroughly.
The American Psychological Association found that focusing on safety improves engagement by 12%. Safety isn’t just about avoiding harm; it’s about fostering a sense of belonging.
Benefits should reflect the needs of a diverse workforce. Consider offering equal parental leave for all genders, mental health support, and disability-friendly services.
LinkedIn’s 2020 survey found that companies with inclusive benefits have 39% higher employee satisfaction. This not only shows commitment to DEI but also helps in retaining diverse talent over the long term
Pay equity is a cornerstone of DEI, but it’s often overlooked. Regularly review your compensation policies to ensure fairness across gender, race, and other identities. This isn’t just about keeping salaries aligned—it’s about addressing disparities that may have crept in over time.
Use software tools to analyze salary data and identify gaps. McKinsey found that companies with pay transparency saw a 48% increase in employee trust and retention.
After identifying pay gaps, take actionable steps to adjust salaries and communicate these changes to employees. Transparency here isn’t just about compliance—it’s about trust.
Focus groups can be an eye-opener when it comes to understanding employee perspectives on DEI initiatives. Invite employees from various backgrounds to participate and ensure that the setting is comfortable and confidential.
For example, you could have a focus group specifically for women and so on. Focus groups offer insights into what’s working, what’s not, and what needs to be improved. Harvard Business Review found that 83% of companies using focus groups saw an improvement in employee satisfaction and inclusion. Take the feedback seriously, and implement changes that matter to employees.
ERGs are employee-led groups that bring together individuals with shared interests or identities, such as women, ethnic minorities, and more. These groups create safe spaces where employees can connect, share experiences, and influence DEI strategies from the ground up.
Deloitte’s research found that 72% of employees felt more engaged when involved in ERGs. Encourage employees to start or join ERGs, and allocate resources—like meeting spaces and budgets—for these groups to flourish. Also, involve ERGs in decision-making processes to ensure diverse voices are considered.
Leadership sets the tone for an organization, so it’s crucial to provide DEI training specifically tailored for executives. This training should cover inclusive leadership, legal compliance, and effective communication around DEI topics.
Executives often have the biggest influence on culture, and their understanding of DEI can shape the rest of the organization. According to Harvard research, companies with leaders trained in DEI saw a 17% increase in team productivity. Make DEI part of your leadership development plan and encourage leaders to model inclusive behaviors daily.
A diversity committee can serve as the core team driving DEI initiatives. Recruit members from different departments, roles, and backgrounds to ensure broad representation. The committee should assess current DEI efforts, identify areas for improvement, and propose actionable strategies.
The committee should meet regularly, ideally monthly, to monitor progress and adapt strategies as needed. McKinsey’s study found that organizations with DEI committees had 25% higher employee satisfaction rates. A well-structured DEI committee is like the engine that keeps the strategy moving forward.
Mentorship programs pair new hires with experienced employees who can offer guidance, while sponsorship programs involve senior leaders advocating for high-potential talent from underrepresented backgrounds.
Mentorship boosts confidence, helps employees navigate workplace challenges, and fosters professional growth. Catalyst reports that 53% of employees felt their career advancement was faster with mentorship.
Sponsorship, on the other hand, gives visibility to diverse talent, ensuring they have access to leadership opportunities. Make these programs a formal part of your DEI strategy and encourage active participation.
An inclusive workspace isn’t just about accessibility—it’s about making sure everyone feels comfortable. In physical offices, this means having height-adjustable desks, ramps, quiet rooms for neurodiverse employees, and clear pathways for wheelchair users.
In virtual environments, it means providing closed captions during meetings, using clear and accessible design in software tools, and offering screen readers. The Journal of Occupational Health Psychology found that employees in inclusive workspaces were 28% more productive.
Regularly assess your workspaces, both physical and digital, to ensure they meet the diverse needs of your team.
First impressions matter, especially in onboarding. Start by introducing new hires to your DEI efforts, such as resource groups, inclusive policies, and DEI events.
Allow new employees to personalize their workspaces, whether that means setting up accessible tools, adjusting working hours, or sharing dietary restrictions for team lunches. Ask about their unique needs and be open to accommodating them.
Onboarding surveys can help refine the process over time. Research from Glassdoor found that an inclusive onboarding process increases employee retention by 82%.
Flexible work arrangements are more than a trend—they’re a DEI strategy. Offering flexible hours, remote work options, and part-time roles can help accommodate employees with different needs, whether it’s parents managing childcare, neurodiverse employees needing quieter workspaces, or individuals managing health issues.
LinkedIn’s 2020 survey showed that 87% of employees prefer employers who offer flexible work options. By making flexibility part of your company’s DNA, you not only attract more talent but also increase overall job satisfaction.
Pronoun usage may seem simple, but it’s incredibly impactful. Make it standard practice to ask new employees for their preferred pronouns during onboarding and include them in email signatures and internal profiles.
This small step helps normalize the practice and fosters respect for gender identities. Pew Research found that 53% of employees felt more respected when their pronouns were acknowledged and used correctly. Encourage team members to include their pronouns in introductions and make it part of your company culture.
Data is crucial to understanding whether your DEI initiatives are working. Track metrics like the diversity of job candidates, promotions, and representation in leadership roles. For instance, are you seeing an increase in minority representation over time?
Are more women being promoted to leadership? McKinsey reports that companies that track DEI metrics are 3.8 times more likely to meet their DEI goals. Use these insights to adjust your strategies and communicate progress regularly to keep everyone informed.
Transparency builds trust, and it’s key to DEI success. Share both wins and setbacks openly with your team. For instance, if you’re struggling to hire more women in tech roles, acknowledge it and explain what steps you’re taking to address it.
A survey by Edelman found that 71% of employees trust their employers more when they communicate openly about DEI efforts. The goal isn’t to show perfection but to demonstrate commitment and progress.
DEI isn’t a one-and-done deal—it’s a continuous process. Offer regular DEI training sessions to refresh employees’ understanding of topics like unconscious bias, inclusive communication, and cultural competency.
Consider varying the format, from workshops to e-learning, to keep things engaging. McKinsey found that companies offering ongoing DEI training saw a 57% increase in diversity within three years. It’s all about keeping DEI top of mind and adapting to new challenges.
Learning doesn’t just mean technical skills—it includes cultural awareness and language courses, too. Offer training in cross-cultural communication, sensitivity workshops, and even language lessons.
For example, offering Mandarin classes to English-speaking staff in Singapore can improve team communication and make Chinese employees feel more included.
Research shows that 85% of employees felt more engaged when offered diverse learning opportunities. Make these programs accessible to everyone and part of your long-term DEI plan.
Spotlight employees who actively contribute to DEI efforts. Whether they’ve led an initiative, shared valuable feedback, or represented the company in community events, recognizing these champions not only boosts morale but also encourages others to get involved.
Recognition could be as simple as a shout-out during team meetings, a feature in internal newsletters, or a “DEI Champion of the Month” award. LinkedIn’s report found that companies with recognition programs have a 31% higher employee engagement rate.
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