From Diversity to Inclusion: How to Genuinely Embed DEI into Your Company Culture

In today’s rapidly evolving workplace, Diversity, Equity, and Inclusion (DEI) are no longer optional considerations—they have become crucial drivers of innovation, employee satisfaction, and long-term business success. As the workforce grows more diverse, businesses are challenged not just to hire for diversity, but to ensure that all employees feel valued, supported, and empowered to succeed.

Simply hiring a diverse workforce or offering equal opportunities is not enough. True DEI requires embedding inclusive practices into the very DNA of the company, from leadership to everyday interactions. In this article, we’ll explore actionable steps businesses can take to integrate DEI deeply into their culture and why doing so is not just a moral imperative, but also a driver of success.

Steps to Embed DEI into Company Culture

1. Start with Leadership Buy-in and Accountability

DEI efforts must begin at the top. Without leadership commitment, initiatives risk becoming symbolic gestures that fail to drive meaningful change. Leadership buy-in means more than just verbal support—it requires active participation in DEI programs, making DEI an integral part of the business strategy.

Example: Microsoft Microsoft is a prime example of how leadership can drive DEI efforts. Satya Nadella, the company’s CEO, has made inclusivity a key part of Microsoft’s corporate strategy. Not only has he openly discussed the importance of empathy and inclusivity in leadership, but Microsoft has also committed to publicly tracking and reporting its progress on diversity and inclusion metrics. In 2020, Microsoft pledged to double the number of Black and African American managers and executives by 2025, holding themselves accountable for progress.

Actionable Step: CEOs and senior leaders must be visibly involved in DEI initiatives. Establish diversity goals that are linked to business outcomes, and regularly report progress to both employees and shareholders. Assign responsibility for DEI initiatives to senior executives, ensuring that progress is measured and acted upon.

2. Foster an Inclusive Environment Through Education and Training

Diversity training has often been implemented poorly, leaving many employees feeling alienated rather than empowered. To genuinely embed DEI into the company culture, training should not be a one-time box-ticking exercise but an ongoing process that equips employees with practical tools to build inclusion into their day-to-day activities.

Example: Netflix Netflix has adopted a continuous approach to education and awareness by providing “inclusion workshops” to help employees understand the nuances of equity, unconscious bias, and microaggressions. These workshops, conducted across teams and leadership levels, are an ongoing part of the employee experience, ensuring that inclusion becomes a part of daily interactions rather than a forgotten initiative.

Actionable Step: Provide continuous training focused on unconscious bias, privilege, cultural competence, and allyship. Make these workshops a regular feature, ensuring that employees, managers, and leaders alike are committed to creating an inclusive workplace. Encourage feedback from participants and adapt the content as needed.

3. Integrate DEI into Performance Reviews and Reward Systems

If DEI is a priority, it should be reflected in how performance is measured and rewarded. Managers and leaders must be held accountable for creating inclusive environments. Likewise, employees who contribute to a more inclusive culture should be recognized and rewarded.

Example: Intel Intel has tied executive compensation to diversity metrics, making DEI a key performance indicator for leadership. By integrating DEI goals into the company’s bonus structure, Intel ensures that executives are not only encouraged but required to foster diversity and inclusion within their teams.

Actionable Step: Include DEI objectives in performance reviews and promotion criteria. Hold managers accountable for the diversity and inclusivity of their teams, and reward those who demonstrate a commitment to fostering an inclusive environment. Link compensation incentives to the achievement of DEI goals.

4. Create Safe Spaces for Open Dialogue and Employee Resource Groups (ERGs)

Building an inclusive culture means giving employees the space to openly discuss issues, share experiences, and connect with others who have shared identities. Employee Resource Groups (ERGs) provide platforms for underrepresented groups to come together, advocate for change, and foster community.

Example: Salesforce Salesforce is known for its robust ERG program, which includes groups focused on different aspects of diversity, such as gender, race, LGBTQ+ communities, and more. These groups not only provide support for employees but also work closely with leadership to shape company policies that drive inclusivity.

Actionable Step: Encourage the formation of ERGs and ensure they have executive sponsors who can advocate for their causes. Provide resources, such as dedicated time and funding, to ensure these groups can thrive. Create forums for employees to share their experiences and feedback directly with leadership, fostering a two-way dialogue.

5. Recruit Diverse Talent and Prioritize Equity in Hiring

Hiring for diversity is just the start—equity in the recruitment process is essential. This means ensuring that underrepresented groups are not only considered for roles but are set up for success from the outset. This may include implementing blind recruitment processes, expanding sourcing to underrepresented communities, and offering mentorship programs for diverse talent.

Example: Pinterest Pinterest, recognizing its lack of diversity in engineering roles, implemented the “Inclusion Labs” project to address this gap. They revamped their hiring processes to reduce bias, ensure diverse interview panels, and actively recruited from historically Black colleges and universities (HBCUs). Their efforts resulted in a significant increase in women and people of colour in technical roles.

Actionable Step: Conduct audits of your hiring processes to identify and eliminate biases. Use tools like blind recruitment to ensure that candidates are evaluated based on skills and potential. Partner with diverse educational institutions, coding boot camps, or community organizations to expand your talent pool. Set targets for diverse hiring, and regularly track and report on progress.

Measuring the Impact of DEI

Once DEI initiatives are in place, measuring their effectiveness is essential. This goes beyond simply tracking diversity numbers—it’s about understanding how employees feel, whether they experience inclusion and belonging, and how these initiatives translate into business outcomes.

• Regular Pulse Surveys: Conduct employee engagement surveys focused on inclusivity, allowing you to gather data on how different groups experience the workplace.
• DEI Metrics: Track metrics related to hiring, promotions, pay equity, and turnover for underrepresented groups. Ensure that these metrics are visible and reviewed at the executive level.
• Qualitative Feedback: Don’t rely solely on data. Encourage open dialogue, collect feedback through ERGs, focus groups, or town halls, and use these insights to inform strategy.

Real-Life Example of a DEI Turnaround: Starbucks

In 2018, after an incident of racial bias in one of its stores made national headlines, Starbucks made a bold decision to close over 8,000 stores for a day to provide racial bias training for employees. This move was a wake-up call for the company, leading them to deepen their commitment to DEI. Starbucks has since improved its training programs, focused on promoting more people of colour into leadership roles, and increased transparency in its diversity reporting. While one day of training didn’t fix everything, it signalled a genuine shift in company culture and accountability.

Conclusion: Embedding DEI into the DNA of Your Business

Creating a diverse and inclusive culture requires more than surface-level changes—it requires embedding DEI into the very fabric of your organization. From leadership buy-in and continuous education to performance metrics and inclusive hiring, every aspect of the business must reflect a commitment to equity and inclusion.

True DEI isn’t just about meeting quotas or checking boxes; it’s about creating an environment where every individual feels valued, heard, and empowered to contribute. By taking these actionable steps, businesses can create a workplace that drives innovation, strengthens employee engagement, and ultimately leads to long-term success.

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This article is designed to provide actionable, real-world strategies for companies to deeply embed DEI into their culture, using examples from leading organisations to show what success can look like.