DEI Initiative Examples: 10 Ways Companies Improve Diversity and Inclusion

What is DEI and DEI&B?

While Diversity, Equity and Inclusion (DEI) remains the standard acronym, many forward-thinking organizations have evolved to DEI&B, adding “Belonging” to the list. A diverse and inclusive workplace represents a variety of workers from different backgrounds and provides the support they need to help them perform their best. Understanding the nuances is vital:

• Diversity: The presence of differences (race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, disability, age, religious commitment or political perspective).
• Equity: Promoting justice, impartiality and fairness within the procedures, processes and distribution of resources by institutions or systems.
• Inclusion: An outcome to ensure those that are diverse are actually welcomed.
• Belonging: The feeling of security and support when there is a sense of acceptance, inclusion and identity for a member of a certain group.

Caption: Diversity creates the workforce; inclusion allows them to thrive.

Business owners focused on DEI&B must also be familiar with these key concepts:

• Allyship: Using one’s power or privilege to support marginalized groups.
  
• Intersectionality: Understanding how different aspects of a person’s identity (e.g., race and gender) combine to create unique modes of discrimination or privilege.
  
• Psychological Safety: A climate where people feel comfortable expressing and being themselves without fear of valid criticism or humiliation.
  
• Microaggressions: Indirect, subtle or unintentional discrimination against members of a marginalized group.

The state of DEI in 2026: Navigating current trends

The landscape of workplace diversity is shifting. Whereas 2020 saw a surge in DEI pledges, 2025 brought a “quieting” of public announcements amid legal challenges and political pushback. However, smart businesses aren’t abandoning DEI; they are embedding it deeper into operations rather than treating it as a PR stunt.

Current trends impacting business owners include:

• Shift to “Inclusion & Belonging”: Many companies are pivoting terminology to focus on “belonging,” ensuring all employees regardless of background feel part of the mission.
• Skills-based hiring: Removing degree requirements is becoming the primary driver for economic mobility and diversity, widely adopted by major enterprises and SMBs alike.
• Data-driven accountability: Performative statements are out; measurable retention and promotion rates are in.

DEI by the numbers: ROI and impact

The business case for diversity is supported by robust data from recent studies:

• Higher Profitability: Companies in the top quartile for ethnic diversity are 39 percent more likely to outperform their peers financially, according to McKinsey’s 2023 “Diversity Matters Even More” report.
• Innovation Boost: Diverse leadership teams are associated with 19 percent higher innovation revenue and better decision-making capabilities, according to research conducted by Boston Consulting Group.
• Employee Sentiment: According to Pew Research Center’s May 2023 survey, 56 percent of employed U.S. adults say focusing on increasing DEI at work is a good thing, with views varying significantly by demographic group.

“With my experience in leadership development and DEI strategy, I’ve seen firsthand how intentional, measurable initiatives drive lasting change in Fortune 500 companies and other professional organizations,” Tamanna Ramesh, founder of Spark Careers, said in an interview with Business.com. “Small businesses have a unique opportunity to embed DEI into their DNA early on, creating workplaces where diversity thrives and innovation flourishes.”

DEI initiative examples: 10 strategies for success

It’s all too easy to hitch on to the diversity bandwagon with a generic corporate statement, but that is not enough. Some organizations are making real changes to improve diversity and inclusion initiatives in the workplace. Below are 10 actionable strategies, paired with company spotlights and expert insights.

1. Implement a diversified recruitment strategy.

Having a diverse and inclusive workplace starts with the hiring process. One effective way to do this is through a detailed diversified recruitment strategy. This can include reaching out to a broader range of candidates, as well as using various evaluation methods.

For example, if a person can perform well in a job without a degree, consider removing the degree from the list of job requirements. Instead, you can rely on experience and skills testing. This “skills-first” approach was a major trend in 2025.

“One impactful strategy is ‘equitable hiring through diversified recruitment,’ including outreach to a wider range of colleges and HBCUs.” Ramesh said. “Implementing skill-based hiring over credential-based hiring helps reduce bias and opens opportunities to a broader talent pool.”

Company Spotlight: IBM

IBM has been a pioneer in “New Collar” jobs, removing bachelor’s degree requirements for many of its U.S. job postings. By focusing on skills over credentials, they emphasize capabilities learned through coding camps, community colleges and modern apprenticeships.

2. Use anonymous recruiting.

Your team may have internal biases that they are unaware of. You can work to remove these unconscious biases from your hiring process by facilitating anonymous recruiting. Software platforms can redact identifying information (e.g., photos, names, colleges) so you compare applicants purely on experience. This will help you choose the best candidate while teaching you about your own unconscious biases.

“Removing identifiable details such as names and photos from applications means that hiring decisions are made purely on skills, experience, and potential,” said Kirill Bigai, co-founder of Preply. “This helps attract diverse talent and equal the playing field for candidates from underrepresented backgrounds.”

Company Spotlight: BBC

To combat bias, major organizations like the BBC have utilized blind recruitment for years. In pilot programs, removing names from CVs resulted in a higher proportion of candidates from diverse backgrounds making it to the interview stage, validating that anonymization levels the playing field.

3. Reprogram any biased AI algorithms.

Humans are not the only ones with bias; sometimes technology is biased too. As more businesses use AI for resume screening in 2026, auditing these tools is critical. Reassess the programming to ensure it removes all bias to help make your organization diverse and inclusive.

“We trained our artificial intelligence algorithms without the ‘personal information’ section,” said Rolf Bax, CMO at Career.io. “Our HR representatives noticed that selection algorithms sometimes shortlist the CVs of candidates based on personal data. For example, if some department is female-dominant, it will prefer the CVs of female candidates. So, we have finished this portion from the algorithm’s training.”

Company Spotlight: Unilever

Consumer goods giant Unilever uses AI-driven assessments to evaluate candidates on cognitive and emotional traits rather than resumes. By auditing algorithms for adverse impact, they have worked to increase the socioeconomic diversity of their hires.

4. Invest in training and development for employees.

Training should not be a “one-and-done” event. Train your team on cultural sensitivity and inclusion so they understand how to respect and support each other’s differences. Implicit bias training, cultural competence workshops and workshops on measuring microaggressions are all examples.

It is also important for workers to be trained and developed professionally. Talk to each employee to map out their career path, and provide the adequate training, development programs and support they need to reach their goals.

“We invest in diversity strategies like talent development, [employee] learning, performance management, and strategies to retain the top talent,”  said Nicholas Holmes, founder of The Product Reviewer. “We give them training from time to time to better implement cultural sensitivity that is important for both employers and the employees.”

Company Spotlight: Sephora

Following incidents of racial bias in retail, Sephora launched diversity training programs. What sets them apart is their mandatory training series for all employees that covers unconscious bias and cultural competency, tied to performance metrics.

5. Celebrate diverse holidays as a team.

One way to show your employees that you care about their cultural events, holidays and movements is to celebrate as a team. Whether this means giving your employees the day off or celebrating in the office, it is essential to acknowledge and respect the traditions of employees from various backgrounds. Consider implementing “floating holidays” so employees can take time off for the days most significant to them.

“We always celebrate, as much as we can, different holidays that show that we support gender equality, like Gay Rights Parade or Women’s Day, and we also celebrate Martin Luther King Jr. Day to show that we respect different races, especially African Americans,” said John Howard, founder and CEO of Coupon Lawn. “We come together as a team and celebrate these special occasions to show that we support our employees.”

Company Spotlight: Salesforce

Salesforce is renowned for its “Ohana” culture, which includes multiple employee resource groups (ERGs) such as BOLDforce (Black employees) and Outforce (LGBTQ+). These groups lead company-wide celebrations for heritage months, ensuring the programming is authentic and employee-led.

6. Create a peer-to-peer buddy system.

Another great way to facilitate an inclusive environment is to use a buddy system. Pair up employees from different backgrounds to foster closer connections and a better understanding of other cultures. This is often called “cross-cultural mentorship.” A team that understands each other builds the foundation for a positive company culture.

“Our DEI team meets monthly, introducing various inclusive initiatives; the latest being ‘Reverse Mentoring’ — pairing senior leaders with junior employees from diverse backgrounds, challenging traditional hierarchies and sharing experiences and perspectives,” said Nicki Thornley, HR Director at Space & Time. “Senior leaders gain cultural insights and bridge generational gaps, whilst the junior employees gain leadership skills, confidence and empowerment.”

Company Spotlight: Buffer

Social media company Buffer runs a “Culture Buddy” system for onboarding. New hires are paired with veterans to navigate the unique company culture. This helps remote, diverse teams connect on a personal level faster, reducing isolation.

7. Incorporate your team’s diversity into your product.

If you can find a way to incorporate your employees’ unique backgrounds and experiences to enhance your product, your business will be better for it. Diverse perspectives are essential for innovation and creativity. When your team reflects your customer base, you avoid product blunders and discover new markets.

“One initiative we plan to roll out as we grow is to have each team member share and create their own flavor and workout that represents their background. We then will all share in completing that workout and follow it up with a taste testing of that flavor.” — Tyler Phillips, founder of Hummii Snacks

Company Spotlight: Google and Hummii

On the enterprise side, Google’s “Real Tone” technology for Pixel cameras was developed by listening to employees and experts of color to accurately capture darker skin tones. On the startup side, Hummii, a chickpea ice cream brand, uses its team’s cultural diversity to inspire unique flavor profiles.

8. Use data to measure and track diversity metrics.

The only way to truly know the current state of your organization and how effective your DEI initiatives are is to measure them and track their effects. Move beyond “vanity metrics” (like just hiring numbers) to “process metrics” (like promotion rates and pay equity).

“The advancements in data analysis and AI technology have changed the game for measuring what previously seemed unmeasurable,” said Dr. Serena Huang, F100 AI advisor and author of The Inclusion Equation. “The AI revolution … has opened up new possibilities for measuring inclusion. By analyzing large amounts of text data from employee surveys, Slack conversations, and other sources, organizations can now gain a deeper understanding of their inclusion dynamics.”

Company Spotlight: Intel

Intel is widely recognized for its transparency. They release detailed diversity reports that don’t just show current demographics but track progress against specific goals regarding women and underrepresented minorities in senior leadership roles.

9. Elicit feedback from diverse employees and make recommended changes.

A seemingly simple but highly effective method is to listen to your diverse employees to see what changes (both big and small) they think need to be made. Conduct “stay interviews” to understand why diverse talent chooses to remain at your company. Set up one-on-one time between employees and upper management to elicit constructive feedback.

“We’ve made diversity and inclusion one of our primary company objectives,” said Brian Lim, CEO of The Emazing Group. “We are setting time aside so that members of leadership are able to meet with our diverse team members one-on-one in order to listen to how they feel and get feedback on how we can make improvements to our company culture.”

Company Spotlight: Dell Technologies

Dell utilizes its Employee Resource Groups (ERGs) as feedback engines. Leaders regularly meet with ERG heads to understand sentiment. This direct line of communication has helped Dell consistently rank as a top diversity employer.

10. Seek out “yes, and … ” solutions instead of “either/or.”

To create an inclusive and equitable environment, seek out “yes, and … ” solutions rather than “either/or.” This applies to making decisions and solving problems. Avoid zero-sum thinking where one group’s gain is perceived as another’s loss.

“Our primary strategy is to embrace nonbinary thinking in problem-solving and decision-making,” Amanda “Mandy” Ralston, founder and CEO of NonBinary Solutions. “For example, instead of framing decisions as trade-offs, like choosing between equity and efficiency, we ask how both can coexist and strengthen one another. This mindset helps us create systems that work for everyone, not just those who fit neatly into predefined categories.”

Company Spotlight: Pixar

Pixar fosters a “Plussing” culture (similar to “Yes, and…”). During creative reviews, feedback cannot just be critical; it must add a constructive suggestion. This inclusive communication style invites diverse viewpoints without shutting down ideas, fostering psychological safety.

Small business vs. Enterprise DEI: What works?

DEI is not one-size-fits-all. A 10-person startup cannot run the same programs as a global conglomerate. Use this breakdown to find the right scale for your business.

How to measure DEI success

You cannot improve what you do not count. While quotas are often legally risky and inadvisable, setting goals is essential.

• Employee Net Promoter Score (eNPS): Breaking this data down by demographic group reveals if specific groups are unhappy despite high overall company scores.
• Retention Rates: Are certain employees leaving your company faster than the average? This indicates a culture problem, not a hiring problem.
• Promotion Velocity: Track how long it takes different demographic groups to be promoted within your company. Significant disparities often indicate bias in performance reviews.
• Benchmarking: Use tools like the Human Rights Campaign’s Corporate Equality Index or local chamber of commerce data to see where you stand compared to your peers.

Common DEI mistakes to avoid

Even well-intentioned leaders can stumble. Avoid these common pitfalls:

• Performative Allyship: Posting a black square on social media or changing a logo for Pride Month without having internal policies that actually support those groups.
• Tokenism: Hiring one person from an underrepresented group and expecting them to speak for that entire demographic, or putting them in photos solely to make the company look diverse.
• The “Minority Tax”: Expecting diverse employees to lead DEI committees for free, on top of their regular jobs. DEI work is work, and it should be compensated or part of the role description.

90-Day DEI implementation plan

Ready to start? Use this checklist to get moving.

Month 1: Listen and Audit

• Run an anonymous employee sentiment survey.
• Audit job descriptions for biased language.
• Review current vendor list for diversity.

Month 2: Plan and Train

• Create a diversity statement and publish it internally.
• Host one “unconscious bias” training session for leadership.
• Update holiday calendar to include floating holidays.

Month 3: Act and Institutionalize

• Launch a “blind resume” pilot for one open role.
• Establish a formal mentorship pairing program.
• Set 3 key metrics to review at the end of the year.

How to promote DEI in the workplace

The best way to promote diversity and inclusion at work is through a multifaceted process. In addition to the tips listed above, here are a few other steps you can take to work toward a more diverse and inclusive workforce.

• Establish and enforce strict policies: Create a clear employee handbook that defines harassment and discrimination. Implement performance management systems that ensure fair evaluations. Enforce your policies fairly across the board.
• Foster inclusive leadership: Leaders play a crucial role in modeling inclusive behavior. Train your leaders to set an example for a culture of tolerance and acceptance. Managers should be evaluated on their ability to build inclusive teams, not just revenue targets.
• Engage external stakeholders: DEI doesn’t just happen within your organization. Partner with minority-owned suppliers or local non-profits. Businesses can partner with diverse suppliers, support community initiatives and engage in broader diversity efforts beyond their organization.
• Measure and track results: It’s important to measure and track the progress of DEI initiatives. Use HR software to track demographics in your recruitment pipeline. Keep in mind, meaningful change often takes time, and it’s crucial to continue your DEI efforts beyond initial initiatives to create lasting impact.

Additional DEI resources

To further your education, explore these verified resources:

• Government Guidance: U.S. Equal Employment Opportunity Commission (EEOC) – Training and legal compliance.
• Measurement: Human Rights Campaign Corporate Equality Index – Benchmarking data.
• Tools: Textio – Augmented writing platform to remove bias from job descriptions.

Some source interviews were conducted for a previous version of this article.