In today’s times, when companies are focusing on long-term growth and not just profits, Diversity, Equity, Inclusion, and Belonging (DEIB) have become extremely important.
Our research and experience, especially the findings of Great Place to Work India, show that organizations that have prioritized DEIB have seen both improved employee satisfaction, innovation capability, and business results.
Let us understand in detail how DEIB initiatives are changing the workplace culture and what best practices companies should adopt.
Impact of DEIB on the Workplace
If these initiatives are implemented thoughtfully and consistently, they change the workplace culture in many ways.
1. Promoting innovation and creativity
When people with different backgrounds and experiences come together, the ideas are also different and unique.
- Suppose, if there is only one kind of person in a company, they will look at the problems from the same old perspective.
- But when there are people from different ethnic, cultural, gender or social backgrounds in the team, new ideas emerge.
Example: Many tech companies today take the opinion of consumers from different countries when adding features to their apps or products. This helps them know what consumers in India want, as opposed to what consumers in Europe or Africa need. It is this diversity that makes them successful globally.
2. Increasing employee engagement and belonging
When employees feel that they are not just being treated as “working machines” but that their identity, culture and ideas are being valued, they work more dedicatedly.
- A female employee feels more confident when she is given leadership responsibilities and her voice is heard.
- An LGBTQ+ employee feels safe when the company openly recognizes her identity.
This belongingness increases employees’ loyalty, satisfaction and desire to stay with the company for a long time.
3. Better decisions and performance
Research has proved that diverse teams make better and more rational decisions. The reason is that they look at the problem from many angles and avoid the tendency of “group thinking” i.e. the tendency to think alike.
Companies that adopt DEIB have more balanced and effective strategic decisions.
4. Trust and mental safety
If employees at the workplace feel that they can express their opinions without fear, then openness comes in the team. This is called psychological safety.
- Suppose, an employee feels that if he disagrees with the boss, his job may be in danger, then he will never express his opinion.
- But if the company culture tells that disagreement will also be respected, then people speak openly and new possibilities emerge.
Leadership Role and Accountability
DEIB initiative is not just the work of the “HR department”. In this, the active role of the top leadership i.e. CEO and senior management is necessary.
- Leaders themselves should become an example of inclusive behavior.
- Many companies are now linking the bonuses and salary increases of their senior officials to DEIB goals. This means that if leaders do not improve inclusivity, their evaluation will also be affected.
Example: NatWest Group India has created a dedicated Diversity and Inclusion team, which has special workstreams to work on different work areas. This ensures that DEIB accountability remains at the leadership level as well.
Training and Education
For inclusivity, not only policies are enough, but regular training is also necessary.
- Unconscious Bias Training i.e. identifying such biases that affect us unconsciously.
- Inclusive Behavior Workshops where employees learn how to behave with colleagues with different identities.
Example: Fractal Analytics adopted a three-pillar approach to bring fairness in the promotion process. Transparency and reducing bias ensure that diverse employees are respected and their talents are recognised.
Fairness in Recruitment and Promotion
The biggest test of a company is the recruitment and promotion process.
- The interview panel should be diverse.
- Job descriptions should be free of gender or background bias.
- Promotions should be based on performance and ability, not on identity.
Examples:
- S&P Global provided its recruitment team with “Effective Interview Skills” training to ensure every candidate gets a fair chance.
- Vindhya e-Infomedia Pvt Ltd has made its office accessible for physically challenged people – there are ramps, braille signs and lifts with audio instructions. This is an example of true inclusivity.
Tackling Microaggressions and Discrimination
Companies should ensure that small taunts, insults or exclusions in the workplace are not ignored.
- Employees should be taught how to speak up if they see injustice.
- A transparent reporting system should be created so that the victim can get justice.
Employee Resource Groups (ERGs)
ERGs are like small communities for employees where they can share their identities and experiences.
Example: Mastercard’s Business Resource Groups have not only helped employees but also helped them in making informed decisions. They not only unite people but also influence company policies. When these groups get management support and resources, they can bring real change to the organization.
Communication and Feedback
Open dialogue is the backbone of an inclusive culture.
- Employees should feel that they can freely share their suggestions and concerns.
- The company should regularly share its DEIB progress.
Example: Akamai Technologies India created a tradition of transparent communication through remote work policies and wellness programs. This helped employees feel connected, especially during the pandemic.
Celebration of Diversity and Cross-Cultural Understanding
Not only policies, but the company should regularly celebrate different cultures and traditions.
Such as:
- Organizing festivals
- Cultural days
- Giving employees opportunities to share experiences related to their culture
This increases mutual understanding and cooperation.
Policies and Benefits
Inclusiveness should not be seen only in behavior but also in company policies and facilities.
- Flexible work hours
- Parental leave (for both genders)
- Mental health support
Examples:
- Western Union has implemented pay parity and transparent pay policies.
- Akamai Technologies has also introduced flexible work and wellness programs to accommodate all types of employees.
Measuring Success
An initiative is only effective if it is measured. So companies should set concrete metrics for DEIB initiatives – diversity in hiring, equity in promotions, employee satisfaction surveys, etc.
Inclusive Design Thinking
This is the idea of including diverse perspectives when creating products, services, and policies. This makes decisions beneficial for all, not just one segment.
Conclusion
DEIB initiatives are not just a matter of “doing good,” but a strategic necessity for the success of any modern company.
- It leads to innovation and better decisions.
- It gives employees a sense of engagement and belonging.
- And makes companies more resilient and competitive.
If organizations want to create a truly inclusive and humane workplace, they need to implement DEIB at every level, not just with policies.
