In recent times, it has become increasingly important for companies to have a transparent strategy for diversity, equity, and inclusion (DE&I). This is because, according to various studies and research in this area, organizations that prioritize DE&I achieve better results in terms of employee retention and satisfaction, as well as attracting new talent.

Before developing a workplace strategy focused on diversity, equity, and inclusion, it is advisable to first analyze the extent to which these elements are present or lacking within the organization and then establish a medium- and long-term action plan. However, it is not enough for a company to outline a well-structured diversity and inclusion strategy; it is also necessary to implement that strategy, and once in practice, it is recommended to maintain long-term commitments regarding DE&I.

Implementing a diversity and inclusion strategy in the workplace specifically refers to having a diverse workforce in terms of age, race, gender, religion, nationality, sexual orientation, as well as ensuring fair treatment of employees in relation to all these variables.

When employees perceive their organization as focused on creating a culture where all people from diverse backgrounds feel included, the company benefits primarily from better employee retention.

Below, we present 10 ways you can improve DE&I within your company:

1. Acknowledge the Lack of Diversity

Statistics regarding the level of diversity and inclusion within the organization play an important role in improving DE&I parameters. Use this concrete data to take the first step toward promoting diversity, equity, and inclusion in the company, namely recognizing the need for change.

In recent years, many large companies, such as Google and Meta, have committed to regularly releasing reports on diversity and inclusion, which provides a good opportunity to raise awareness about any initiative aimed at improving diversity and inclusion in the workplace.

2. Encourage Diverse Thinking

When hiring diverse people from different backgrounds and generations, you should first consider that you will benefit from a range of perspectives and solutions to problems that arise in the workplace. Furthermore, adopting diverse thinking is useful for generating new ideas and obtaining different types of feedback.

3. Adjust the Recruitment Process

In terms of the recruitment process, there are a number of practices that need to be eliminated if you want your organization to be recognized as one that promotes diversity and inclusion. First, all job descriptions must be rewritten so that the language used is gender-neutral. Second, a system for reviewing CVs must be created to ensure that the recruiter is not influenced by demographic characteristics when selecting a candidate.

4. Promote a Company Culture Where Every Voice is Heard and Respected

Many employees are willing to leave their jobs when they feel that their opinions do not matter and that their initiatives or actions are never appreciated. Therefore, it is extremely important to create a work environment where people feel valued, listened to, and connected to the company’s values. Companies must also ensure that employees feel included and respected, regardless of age, gender, race, religion, sexual orientation, origin, or cultural background.

5. Offer the Option of Flexible Work Arrangements

Personal situations can often affect the standard work schedule, causing employees to become stressed and unproductive. Show your employees that you trust them by allowing them the freedom to create their own work schedules based on their needs. Flexible working hours can contribute not only to encouraging diversity but also to increasing employee productivity.

6. Discuss DE&I with New Employees During Onboarding

During the onboarding process for new employees, talk to them about the company’s commitment to guiding its actions by the practices of diversity, equity, and inclusion. Clearly explain the steps everyone needs to follow to promote diversity and inclusion in the workplace. Be prepared to answer any questions new employees may have on this topic.

7. Provide Transparency Regarding Salary

Gender pay inequality is a contentious issue in many companies, but it is not advisable to avoid this subject. To enhance feelings of inclusion, it is important to build transparent communication around this topic. If there is indeed a noticeable pay gap between women and men, the company should present a clear strategy it will implement to rectify this.

8. Create a Multigenerational Work Environment

A workforce comprised of multiple generations is a key component in achieving diversity and inclusion goals. Currently, millennials make up one of the generations leading the labor market. However, as an organization, you should not focus solely on one generation. A team composed of professionals of various ages, with different skills, will generate additional productivity and cohesion in the workplace.

9. Organize Personal Development Training

Organizing training sessions in the workplace is always a good idea as they come with numerous benefits for both employees and employers. In addition to training aimed at enhancing employee skills, consider organizing personal development training to foster and improve communication and empathy among employees, thereby transforming the organization into a much more inclusive one.

10. Encourage Top Management to Speak About DE&I

Individuals in a company’s top management are key people when it comes to adopting practices at the organizational level. When the leaders of an organization communicate empathetically on certain topics, they become of interest to many members of that organization. Thus, including DE&I on the agenda of meetings between top management and employees, or promoting various articles on diversity, equity, and inclusion on social media pages by company leaders, are actions that will undoubtedly spark interest among the entire team.