Learn how to promote diversity and inclusion in the workplace with 16 practical strategies and updated insights for 2025.
Communications around Diversity, Equity, and Inclusion (DEI) need to be strategic, thoughtful, and empathetic. Ensure your DEI communications are up to standards with our 4 step planning document.
Access NowOne way to promote diversity and inclusion in the workplace is to embed inclusive thinking into how teams communicate, collaborate, and make decisions. By actively considering different backgrounds and experiences in everyday interactions, organizations create a culture where everyone feels valued and able to contribute.
An inclusive workplace culture strengthens engagement, encourages innovation, and generally leads to better decision-making. But diversity and inclusion (D&I) isn’t just about hiring. It’s about creating an environment where everyone has an equal opportunity to thrive.
Building a truly inclusive workforce takes intentional, sustained effort at every level. This means going beyond recruitment to include bias training, honest conversations about inclusion, and leadership that consistently models inclusive values.
However, in 2025, there is a Catch-22 following Donald Trump’s signing of Executive Order 14151 on January 20, 2025, the day of his second inauguration as president of the U.S. This, the Harvard Law School Forum on Corporate Governance explains, was consistent with his campaign promises.
“The executive orders establish a federal policy of recognizing two genders only, cease virtually all DEI-related activities in the federal workforce, and rescind a number of DEI-related executive orders issued by prior administrations, including Executive Order 11246, which requires federal contractors to implement affirmative action programs.”
Harvard Law School Forum
As organizations of all types come to grips with this challenge — with many reimagining the concepts of diversity, equity, and inclusion (DEI) — Pew Research Center has found that the view of DEI has become “slightly more negative” among U.S. workers. Just over half (52%) say that focusing on increasing DEI in the workplace is mainly a good thing, down from 56% in February 2023, while 21% say it’s mainly a bad thing — which is a rise of 5% in just over a year.
Let’s dig deeper!
Ensure your company's communications promote diversity, equity, and inclusion
It’s important to understand the terminology involved in D&I and DEI. First of all, equitable outcomes happen when everyone has fair access to opportunities, resources, and power to succeed. D&I gives careful attention to addressing and removing historical and systemic barriers and privileges. In contrast, equality involves treating everyone the same without taking these underlying challenges and advantages into account. More specifically:
When we talk about diversity and inclusion in the workplace, we identify the need to create an environment where differences among employees are not only recognized but valued and actively integrated into the company culture.
Diversity involves bringing together individuals from a wide range of backgrounds, including race, gender, ethnicity, age, and sexual orientation, to ensure a variety of perspectives and experiences.
Inclusion, on the other hand, is about ensuring that every employee feels respected, supported, and empowered to contribute fully, regardless of their backgrounds.
A diverse and inclusive workforce is one where all voices are heard, everyone has equal opportunities to succeed, and the unique strengths of each employee are leveraged to drive innovation and growth.
Despite political diversions, challenges, and what many identify as setbacks, the leading global management consultancy, Horton International, maintains that the case for DEI as a business strategy remains robust. By recognizing the overlapping identities and experiences of individuals, organizations will be better positioned to address nuanced challenges. Furthermore, by embedding the concepts of D&I/DEI, businesses will be better equipped to “weather challenges and thrive in an increasingly diverse and interconnected world.”
However, promoting diversity and inclusion in the workplace requires intentional actions and policies that create an environment where all employees feel valued and respected. Here are 16 key strategies to help you achieve this:
Implement policies that promote diversity and inclusion, such as flexible working arrangements, anti-discrimination policies, and inclusive hiring practices. These policies should be regularly reviewed and updated to ensure they effectively address the evolving needs of a diverse workforce.
Offer training programs that educate employees about the importance of diversity and inclusion, and how to foster an inclusive environment. Continuous education helps employees recognize and address unconscious biases, fostering a more respectful and collaborative workplace.
Strengthen internal communication to ensure that all employees are informed and engaged with the organization’s diversity and inclusion efforts. Transparent and consistent communication fosters understanding and aligns everyone with the company’s D&I goals. It also empowers employees to contribute to a more inclusive workplace.
Support the formation of employee resource groups (ERGs). These are employee-led groups that provide support and networking opportunities for employees from diverse backgrounds. ERGs also serve as a valuable resource for the organization, offering insights into the needs and concerns of various employee groups.
Regularly measure and track diversity and inclusion metrics to understand where improvements are needed, and celebrate successes. This data-driven approach ensures accountability and helps guide future D&I initiatives.
Create a culture where diverse voices are heard and valued. Encourage open communication, celebrate cultural differences, and promote a sense of belonging for all employees. Be sure to make inclusion a daily practice rather than a one-time effort.
Design recruitment processes that attract a diverse range of candidates by using inclusive language in job descriptions and advertising roles across varied platforms. Standardize interviews and evaluation criteria to minimize bias and ensure fair, equitable hiring decisions.
Regularly assess compensation and promotion data to identify and address disparities across gender, race, and other demographics. Transparent auditing practices help to build trust and demonstrate your commitment to fairness and equal opportunity.
Ensure your company's communications promote diversity, equity, and inclusion
Create structured mentorship and sponsorship opportunities to support the growth of underrepresented employees. While mentors offer guidance and advice, sponsors actively advocate for their protégés, helping to open doors to promotions and high-visibility projects.
Empower employees to actively support colleagues from underrepresented groups by teaching them how to be effective allies and intervene when they witness exclusion or discrimination. Structured programs and workshops can give employees the tools and confidence to speak up, step in, and create a safer, more inclusive workplace culture.
Design workspaces, tools, and communications to be accessible to all employees, including those with disabilities. This includes accessible websites, assistive technologies, flexible work setups, and barrier-free office environments that support full participation.
Incorporate specific, measurable DEI objectives into leadership performance indicators and appraisals to ensure that inclusion is recognized as a core leadership responsibility. Tie these goals directly to outcomes such as representation, promotion rate equity, ERG engagement, or inclusive leadership behaviors, and review them regularly alongside business metrics to drive accountability.
Acknowledge varied cultural observances, holidays, and heritage months to show respect for the diverse backgrounds of your workforce. Sharing employee stories and experiences fosters connection, encourages empathy, and builds a more inclusive culture from the inside out.
Partner with diverse suppliers and support community organizations that align with your D&I/DEI values. These efforts extend your commitment to inclusion beyond the workplace and contribute to broader economic and social equity.
Use tools like pulse surveys, anonymous suggestion channels, or employee forums to gather continuous input on D&I efforts. Real-time feedback helps identify concerns early, measure progress, and adapt strategies based on employee experience.
Apply inclusive design principles from the start to ensure your products, services, and communications meet the needs of diverse users. This approach helps eliminate bias, promotes accessibility, and ensures that inclusion is baked into every stage of creation and not added as an afterthought.
Cerkl Broadcast is designed to help you power your DEI initiatives by ensuring you have a more connected workforce. Our platform provides advanced communication solutions that foster a more connected and inclusive workforce. Through personalized messaging and targeted content delivery, Broadcast ensures that DEI communications resonate with all employees, promoting a culture of belonging and engagement.
These solutions enable companies to communicate their DEI goals and progress effectively, supporting diverse talent and driving meaningful change within the organization.
Are you doing enough to ensure your commitment to D&I and/or DEI? Maybe you are. Nevertheless, this is a good time to assess what you are doing and what you are achieving. Our DEI communication Checklist is designed to help you do this. You can download it here absolutely free!
If you’re wondering how to promote diversity and inclusion in the workplace, don’t hesitate to download our free four-step planning document now.
Ensure your company's communications promote diversity, equity, and inclusion
What is the purpose of diversity and inclusion? Diversity and inclusion aim to create a workplace where everyone feels valued, respected, and empowered to contribute their best. This fosters a more inclusive environment that benefits both individuals and the organization as a whole.
What are the characteristics of diversity and inclusion? Diversity encompasses the presence of various backgrounds, experiences, and perspectives within a group or organization. Inclusion refers to creating a welcoming and supportive environment where everyone feels they belong and can participate fully.
What are the 5 key areas of diversity and inclusivity? The five key areas of diversity and inclusivity are age, gender, race/ethnicity, disability, and sexual orientation. These areas represent the primary dimensions along which individuals can differ.
Ensure your company's communications promote diversity, equity, and inclusion
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