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

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.

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.

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.

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.

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.

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.

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.

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.

Announce available policies and support

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

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.

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.

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.

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.

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.

Promote pay equity

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

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.

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