7 Diversity and Inclusion Initiatives

Diversity and Inclusion is a strategy that aims to create a more inclusive environment by increasing the representation of diverse teams or groups within organizations. Workplace diversity and inclusion initiatives and strategies include:

  • Creating opportunities for people to learn about different cultures
  • Encouraging cultural awareness among managers
  • Promoting positive attitudes towards diversity

Diversity and Inclusion is a long-term effort. Organizations need concrete and actionable plans with measurable results. Remember that you don’t have to wait until you hire a diverse group of employees before you start encouraging diversity and inclusion. Creating a diverse workplace is the way to go to get the benefits now rather than lose your employees to better organizations. If you’re interested in learning more via video then watch below; otherwise, skip ahead.

Top Diversity and Inclusion Initiatives in 2024

Here’s a list of top diversity and inclusion initiative examples:

1. Improve Traditional Unconscious Bias Training by Adding Action-Oriented Strategies

According to the University of Virginia research, unconscious bias is one of the most common barriers to success in the workplace and a hindrance to key diversity initiatives. Unconscious bias occurs when individuals have negative thoughts or feelings toward another group based on their own employee experience or stereotypes. For example, if you are white and have never worked with African Americans, then it’s possible that you will unconsciously associate them with criminality. It might lead to your decision-making being biased against them.

Types of Diversity in the Workplace

You can overcome bias through training. However, traditional unconscious bias training focuses too much on knowledge rather than skills. It also doesn’t provide enough practical examples of how to apply these concepts in real-life situations.

To address this issue, we recommend incorporating action-oriented strategies into your bias training. We suggest including:

  • Roleplaying
  • Action planning
  • Self-reflection

Diversity and inclusion professionals require training to help companies develop strategies to create inclusive environments. You should also train leaders to understand how to work with diverse teams or groups. The training should focus on developing empathy and understanding for others from different backgrounds.

2. Increase Employee Engagement by Providing Cultural Learning Opportunities

Employees who feel engaged at work tend to become happier, healthier, and more productive. They also perform better at their jobs. Engaged employees are less likely to leave their job because they like what they do and where they work.

The best way to increase employee engagement is to attract diverse talent and offer opportunities for employees to learn more about different cultures. The goal is to make sure all employees know about the different cultures in the company so they can interact with everyone as equals.

For example, you could ask each department to host a Chinese New Year celebration to increase employee engagement. You could also organize a multicultural team-building event. To increase employee engagement, employers must first identify which cultures are underrepresented in the company. Then they should take steps to diverse employees so that those from different cultures feel welcome and included.

If you want to create a workplace where everyone feels included, you need to make sure that you include diverse talent. It includes women, men, older workers, younger workers, disabled people, gay people, straight people, religious people, non-religious people, etc.

At the same time, do not discriminate against minorities. Minority groups face discrimination every day. They are such underrepresented groups that are often maltreated at work or school. To prevent this kind of treatment, you should strive to treat everyone fairly. You should never discriminate against anyone based on race, gender, age, religion, sexual orientations, disability, national origin, etc.

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3. Promote Cultural Awareness among Managers

Managers play a critical role in creating an inclusive workplace environment. Managers often hold power over employees and may influence decisions that affect employees’ lives. Therefore, managers and senior leaders must understand the impact of their actions and promote elements that foster an inclusive culture.

If you want to promote diversity and cultural awareness among managers, you need to start early. Start by having managers attend ethnic diversity and inclusion training. This training teaches managers how to communicate across cultures.

Next, you should encourage managers to practice cultural humility as part of activities that promote companies diversity initiatives. Cultural humility means recognizing that people from different cultures think and act differently. It also means acknowledging that every person holds certain biases.

It is best if you gave managers tools to deal with complex issues. For example, when dealing with sensitive topics such as race or gender diversity, sexual orientation, managers should use “I statements” instead of “you statements.” It helps prevent stereotyping, discrimination and encourages gender identity and diversity.

Cultural awareness plays an integral role in promoting diversity and Inclusion. If you want to improve diversity and Inclusion in your organization, you need to educate managers on the importance of cultural awareness to promote an inclusive workforce.

Remember that when leaders commit to diversity and Inclusion, they show that they value these principles. Employees perceive their senior executives behavior and they become more motivated to participate in diversity and inclusion strategy initiatives. Furthermore, they also help bring greater diversity for a positive organizational change.

Leaders who support diversity and Inclusion have a positive effect on not just organization but entire business imperative. Employees will respond to leaders who demonstrate respect for them and their families. Which is why inclusive companies are ahead of the race because they are successful in implementing anti discriminatory policies.

4. Provide Training on Unconscious Bias for Workplace Diversity

Unconscious bias refers to our natural tendency to judge others based on stereotypes rather than facts. Unconscious bias causes us to stereotype people based on their appearance, ethnicity, religion, age, and other factors.

When we stereotype someone, we assume that they share characteristics with other members of their group. We then treat them as though they have those same characteristics. It leads to unfair treatment. For example, if you assume that a woman is less competent because she wears high heels, you might hire men over women for leadership positions.

You can overcome unconscious bias through education. For example, you can provide training on implicit bias. Implicit bias refers to our subconscious thoughts and feelings about other groups.

You can also help your current employees recognize their own biases. By doing so, you can reduce negative behaviors like stereotyping and discrimination. For example, you could ask employees to write down their perceptions of a particular group. Then, you can discuss what each employee wrote.

Moreover, you can also provide training on unconscious bias at work through consulting groups such as Boston consulting group. The consultation can include workshops, presentations, and discussions. Training is essential because it teaches new employees how to perform specific duties. Training also provides employees with tools and resources that they can use to complete their jobs. Without proper training, employees may not complete their assigned tasks. This lack of training can lead to frustration and turnover.

Even so, you should become aware of your personal biases. Your personal biases can affect your interactions with other people. To avoid this problem, try to remain objective when interacting with others.

For example, if you tend to favor certain types of people, you may unintentionally treat them different than you would treat someone else.

5. Promote an Open-Door Policy

An open-door policy encourages employees to come forward with concerns and complaints. An open door enables employees to express themselves without fear of reprisal.

By encouraging employees to speak up, you are showing that you care about their well-being. You are also demonstrating that you value their opinions. A safe space is a place where everyone feels comfortable speaking. A safe space promotes trust among employees. It allows them to share ideas, questions, and concerns.

If you create a safe space, you create an environment where employees feel free to talk about sensitive issues. The most effective way to create a safe space is to listen respectfully.

For example, you could hold meetings outside of office hours. Or, you could invite employees to bring their children to work. These actions encourage employees to open up about personal problems.

6. Empower Employees to Make Decisions to promote Inclusion Efforts

Empowerment means giving employees the authority to make decisions related to their jobs. It is all about promoting an inclusive culture. Without empowerment, employees may not know how to solve problems or take the initiative. it negates efforts of creating an inclusive and diverse workforce.

Employees need to feel empowered to perform in an effective way. They must believe that they have the skills and knowledge necessary to succeed.

To empower your employees, come up with inclusion programs that give them opportunities to participate in decision-making. For example, you might assign them to a committee. You could also allow them to vote on important company policies and associate with the company culture.

You can also allow them to give constructive feedback. Feedback helps employees improve their performance. In any case, feedback is a form of communication between two parties. One party gives information to another party.

Steps to conduct a D&I survey

In general, you should offer constructive criticism. Constructive criticism is direct and honest. It does not blame the person who receives it. Instead, it focuses on solutions.

Moreover, it would help if you guide your employees by giving them clear goals. Clear goals help employees understand what they are supposed to accomplish. When employees understand what they are expected to achieve, they are more likely to complete tasks.

As a manager, you should set clear expectations for your team members. Your goal is to communicate so that your employees can meet those expectations.

7. Monitor Your Employee’s Level of Satisfaction

Satisfaction is one of the essential factors in determining whether an employee will stay with your organization. If you want to retain your best diverse employees, you must ensure that they are satisfied with their job.

How do you measure employee satisfaction? There are many ways to gauge employee satisfaction. For instance, some companies use surveys. Others conduct focus groups. Still, others analyze data from customer service calls and how they participate in inclusion programs.

Regardless of which method you choose, you must collect accurate data. Otherwise, you cannot determine if your inclusion efforts are having any effect. Remember, those rewarding positive behaviors encourage people to behave in a positive way. An employee who receives recognition for doing something right is much more likely to repeat that same behavior. When you recognize employees for their excellent work, they have more chances than ever to continue performing well.


It is important to establish a diverse and inclusive work environment to compete in this dynamic world. Follow the above mentioned diversity and inclusion initiatives to start building a diverse workspace right now.


If you are new to Human Resources and are looking to break into a Diversity and Inclusion role, we recommend taking our Diversity and Inclusion Certification Course, where you will learn how to build your skillset in D&I, build a diverse network, craft a great D&I resume, and create a successful diversity and inclusion job search strategy.


Josh Fechter
Josh Fechter is the founder of HR.University. He's a certified HR professional and has managed global teams across 5 different continents including their benefits and payroll. You can connect with him on LinkedIn here.