2025

What is Diversity, Inclusion, and Belonging?

Cultivating a diverse workforce is a complex and worthwhile endeavor. This article provides an overview of workplace diversity, inclusion, and belonging and discusses what employers should consider when developing their programs.

Researchers identify four different types of diversity:

  • Race/ethnicity
  • Gender identity/expression
  • Sexual orientation
  • Socio-economic status

To learn more via video, watch below or skip ahead to continue reading.

DIB Workplace Overview

Diversity, inclusion, and belonging inclusion aim to create workplaces where everyone feels welcome and valued. It also means fostering environments free from discrimination based on these characteristics.

In addition, inclusion means creating workplaces where everyone feels comfortable expressing their beliefs and values without fear of discrimination. It includes those who identify with minority groups and those who do not.

Employers can take several steps to achieve diversity and inclusion. They can ensure that they have policies that prohibit harassment and bullying and that create inclusive environments.

They can ensure that their recruitment practices reflect the community’s needs and train managers and supervisors to address bias issues.

Creating a culture of diversity is a complex and worthy pursuit. It is more than just having a policy prohibiting discrimination.

It requires leaders’ sensitivity and a commitment to providing equal opportunities for all employees. It includes ensuring that all job openings are equal and making fair hiring process decisions.

employee diversity and belonging

Diverse Cultures Position Employees for Success

According to Glassdoor, 69% of leading executives see diversity, inclusion, and belonging as the significant factors companies must solve. A key element of creating a culture of diversity is understanding why some people experience discrimination. There are three main reasons:

  1. People don’t know what to say. Many people assume that if someone else says something offensive, they must be right. But this isn’t always true. Some people might use words that others find hurtful because they haven’t learned better ways to express themselves.
  2.  People think they’re doing the right thing. Sometimes people believe that they discriminate against another person by offering them a less desirable position.
  3. People want to help. People often try to offer advice or assistance when they see someone struggling. Unfortunately, sometimes this leads to unwanted comments or actions.

If you’re interested in learning how to create a diverse and professional climate in the office, check out our top-rated diversity and inclusion course.

Diversity and inclusion certification

What is Inclusion?

Diversity, inclusion, and belonging are principles designed to provide equal opportunity for all individuals. These include:

  • Equal employment opportunity – Focus on hiring stand-out employees and ensuring everyone has an equal chance.
  • Fair treatment – All employees are treated fairly and equitably.
  • Respect – Respect employees for who they are and what they contribute to the organization.
  • More inclusive environment – The workplace provides an atmosphere of mutual respect and trust.
  • Open communication – Learning cross-cultural communication is vital because it empowers employees to share ideas and concerns.
  • Accessibility – The workplace offers reasonable accommodations for disabled workers and others who need special assistance.
  • Gender equality – Women and men have equal pay and promotion opportunities.

If the workspace matches their ideals, diverse members will approach work with commitment. Although hiring diverse individuals might seem difficult, it has many benefits.

What is Belonging?

People belong wherever they live, work, worship, study, play, and learn. When you create a welcoming and inclusive environment, you make your diverse staff. You build a sense of belonging among your employees and customers. A diverse workplace can also result in diverse clientele.

When you make it easy for people to join your team, you increase their willingness to do their best work. And when you treat them as valued members of your community, you encourage them to bring their whole selves to work daily.

1. Create A Welcoming Environment

Employees will only feel welcomed when they come to work without worrying about being harassed, discriminated or out of place. They won’t feel welcome unless they can access information about the company’s policies and practices.

They won’t feel included until they understand how those policies and procedures impact them.

Types of Diversity in the Workplace

Inclusion invites employees to perform better. Ensure everyone knows about the company’s policies, including its anti-discrimination policy. Create inclusive strategies where managers and supervisors know how to handle difficult situations.

Finally, ongoing employee support should be provided through regular meetings and other activities.

2. Create Inclusive Recruitment Strategies

Your policies should state that harassment and discrimination are unacceptable. Your practices should ensure that everyone feels comfortable coming to work.

Diversity and inclusion terms you should be familiar with

Policies should also address sexual preferences, gender identity, race, religion, national origin, disability, age, veteran status, marital status, pregnancy, and genetic characteristics.

If you don’t know whether something is illegal under federal law, consult an attorney before making changes.

3. Be Transparent About the Company’s Values

Enabling diversity and belonging requires intentionality. Here are things you can do.

  • Be open and inform your diverse employees about your values. Explain why these values matter to your business.
  • Tell your team members what you expect from them. Let them know what behaviors are acceptable and unacceptable.
  • Show employees that you value diversity by hiring diverse candidates and ensuring you create professional environments. A diverse staff helps.
  • Provide training and education to help people understand your culture and expectations.
  • Ensure that everyone understands the rules of conduct and behavior at work. Provide clear guidelines for reporting misconduct.

How to Promote Diversity & Inclusion?

Diversity means difference. Although a diverse team requires different mindsets, pursuing diversity has its dos and don’ts.

Cultivating diversity requires patience and committed leaders, and it has a positive effect on employee engagement.

Here are some tips on what you should and shouldn’t do to engage in inclusive practices and embrace diversity.

What to Do

Although companies have unique approaches to creating cultures inside the workplace, some things work for every organization.

Importance of diversity and inclusion

  1. Create an open environment and amplify everyone’s voices so employees can express their identities.
  2. Be transparent about your company’s values when creating a diverse space.
  3. Create a diverse professional culture and train leaders to respond to complaints. Ensure psychological safety for employees.
  4. Ensure everyone has access to information about the organization’s policies and practices.
  5. Consider employee diversity when developing policies and procedures.
  6. Create a singular professional landscape and let employees know what you expect from each other.
  7. Provide opportunities for employees to learn more about your company and your industry through focus groups.
  8. Hire candidates from diverse backgrounds who can look at things from diverse perspectives.
  9. Hire a lead education developer if it helps with harnessing diversity.
  10. Pinpoint any underrepresented groups and help workers thrive individually.

What Not to Do

When creating a diversity strategy, corporate leaders might think they must do anything to make it work. But in reality, you need to be careful when implementing your plan. Here are tips on what not to do.

  1. Treat anyone differently because of their race, color, sex, religion, national origin or ancestry, physical handicap, medical condition, sexual preferences, gender identity or expression, age, marital status, or family responsibilities.
  2. Harass or discriminate against anyone.
  3. Retaliate against anyone for complaining about a violation of this code of conduct.
  4. Threaten to fire or take disciplinary action if someone complains or doesn’t support your diversity initiatives.
  5. Don’t force employees to do extra unpaid emotional labor.
  6. Deny employment or promotion to anyone based on their diverse characteristics.
  7. Discriminate against anyone for taking part in legal protests or boycotts.
  8. Discharge or demote employees solely because they participate in legal protests or boycotts.

Conclusion

Embracing inclusion and diversity can seem daunting. But by creating a diversity program, you can start building a positive office climate. Having an inclusive team means companies can form the foundation for efficiency.

Maintaining several leadership positions with multiple perspectives helps incentivize diversity. The rest will follow if employees know the leadership team has an inclusive mindset.

Finally, spend time listening to employees before creating a strategic solution since you need to engage outward as much as possible toward the company’s benefits. Good luck.

FAQs

Here are the most frequently asked questions about inclusion and belonging.

What is an inclusive workplace culture, and why is it important?

An inclusive workplace culture is one where all employees, regardless of background, feel respected, valued, and empowered to contribute their unique perspectives. This culture is essential because it fosters a sense of belonging, which enhances employee satisfaction, productivity, and retention. An inclusive culture also attracts a diverse talent pool, helping the organization thrive in a competitive market by bringing in new ideas and experiences.

How do DEIB initiatives support a more inclusive and diverse workforce?

DEIB initiatives, which stand for Diversity, Equity, Inclusion, and Belonging, are strategic efforts by organizations to build a more welcoming and fair environment for everyone. These initiatives focus on reducing bias, improving accessibility, and supporting an equitable workplace environment where everyone feels they belong, from entry-level employees to executives. DEIB initiatives are crucial for attracting and retaining diverse talent and promoting a culture where everyone feels safe, respected, and motivated to succeed.

What role does the entire workforce play in fostering inclusion and belonging?

Every workforce member contributes to creating a workplace that values inclusion and belonging. This is not just the responsibility of leadership but requires effort and commitment from the entire workforce. By promoting open communication, encouraging diverse viewpoints, and respecting differences, each employee is essential in fostering a positive and inclusive workplace environment.

How does a focus on inclusion impact the overall workplace environment?

An emphasis on inclusion creates a more positive workplace environment where employees feel comfortable bringing their whole selves to work. When inclusion is prioritized, it helps reduce discrimination and bias, increases teamwork, and builds trust within the organization. As a result, employees experience higher job satisfaction, leading to a more innovative and productive workplace.

Why is attracting diverse talent important for organizations?

Attracting diverse talent is critical because it brings varied perspectives, skills, and ideas to the organization, leading to increased creativity and innovation. A workforce that includes people from different backgrounds, experiences, and viewpoints helps companies better understand and meet the needs of diverse customers. This diversity enriches the workplace environment and strengthens the company’s competitive advantage.


If you are looking for how to increase diversity and inclusion inside your office, we recommend taking our Diversity & Inclusion Certification Courses, where you will learn how to build your skillset in human resources, manage employees, and respond to any issues between employees and the leadership.

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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.