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5 Ways DEI Initiatives Improve the Workplace and How to Make Them Work

How can embracing DEI initiatives positively impact performance, and what strategies can organizations employ to foster inclusivity?

5 Ways DEI Initiatives Improve Organizational Outcomes

1. Attracting and Retaining Talent

Organizations committed to DEI can enhance their reputation and appeal to top talent—translating into higher employee retention rates and reduced hiring costs due to lower staff turnover. A workplace that fosters inclusivity ensures employees feel valued, leading to increased engagement, job satisfaction, and a stronger sense of loyalty.

2. Improved Innovation, Creativity, and Decision-Making

Diverse teams bring varied perspectives, promoting creativity and innovation in problem-solving. Inclusive environments encourage open communication and consideration of diverse viewpoints, leading to well-rounded decision-making processes.

3. Market and Customer Understanding

A diverse workforce enhances market and customer understanding, resulting in products and services that cater to a broader consumer base, ultimately boosting competitiveness.

4. Global Perspective

The global perspective gained from a diverse workforce is particularly advantageous for organizations operating in international markets, helping them navigate cultural differences and understand diverse market needs.

5. Collaboration

A culture of inclusion encourages collaboration and teamwork. When employees feel comfortable sharing their ideas and opinions, teamwork improves, leading to more effective collaboration and problem-solving.


5 Strategies to Foster Inclusivity

Inclusive Recruitment Strategies

Organizations can reduce unconscious bias by adopting a blind recruitment process during the initial hiring stages. Minimizing biased language in job descriptions, embracing individual differences, proactively offering to accommodate those with unique needs, and employing diverse interview panels should also be considered.

"By 2027, 20% of employees recruited by Fortune 500 sales organizations to improve business goals will be neurodivergent.¹"

Leadership Development and Training

To cultivate an inclusive leadership culture, organizations should implement targeted training programs and continuous training for leaders on topics such as unconscious bias and cultural competency. This could also include mentorship opportunities to identify and nurture talent from underrepresented groups.

Performance Evaluation Transparency

Promoting transparency in performance evaluations ensures fair performance management practices. Clearly defined and objective performance criteria help create an environment where employees are evaluated based on their contributions and achievements.

Inclusive Onboarding Programs

Organizations should create inclusive onboarding programs that assign mentors, offer cultural training, and provide access to essential resources that will help new employees feel valued and included from the start.

Employee Resource Groups

Establishing and supporting Employee Resource Groups (ERGs) further strengthens inclusivity by offering a sense of community and a platform for diverse voices. ERGs allow employees to connect with others who share similar backgrounds or experiences.


Read our full eBook, Why DEI Matters and Strategies to Foster Inclusivity, part of our Talent Trends Research resources based on insights from SHL's Survey of 1,600+ HR Professionals.




¹Forbes, How Companies Can Foster The Strengths Of Neurodivergent Employees, 2024

headshot mckenzie specht


McKenzie Specht, M.A.

McKenzie Specht is a Scientist at SHL and has been with the organization since May 2022. McKenzie is an active contributor to SHL’s Neurodiversity Research Program, which is dedicated to researching how the personnel selection process may be uniquely different for a neurodivergent candidate than that of someone who is neurotypical. This research aims to inform best practices for employee selection to create a more fair and inclusive experience. McKenzie received her M.A. in IO Psychology from Minnesota State University, Mankato.