Progress can’t happen without diversity. Research shows that when every decision at an organization is made by a group of people who all share the same perspective, innovation is stifled. According to a report from the World Economic Forum, companies with employees from diverse backgrounds and experience are more resilient and effective, outperforming organizations that don’t invest in diversity. Moreover, Gartner research indicates that, “differences of age, ethnicity, gender and other dimensions foster high performance.” A study from the Boston Consulting Group found that organizations that prioritized diversity made 19% more of their revenue from innovation than those that did not. In its simplest sense, “diversity” means variety, and variety sparks creativity.

But of course, the meaning of workplace diversity extends far beyond having a wide range of perspectives contributing to a decision. When it comes to Diversity, Equity, Inclusion, and Belonging (DEIB) workplace efforts, promoting diversity is also a matter of creating specific opportunities for those who have historically been prevented from participating in the first place—whether it be because they were denied the chance to weigh in, or because they were not hired to begin with. Women, those who belong to racial and religious minority groups, people with disabilities, and members of the LGBTQ+ community often face disproportionate barriers when it comes to employment and workplace treatment.

Fortunately, strides have been made in recent decades to make workplaces less homogenous. However, even when people who are part of historically excluded communities are technically involved in decisions, they may not feel safe and supported enough by their workplace culture to participate fully, especially if they are the singular representative of their race or gender. A report from the Boston Consulting Group shows that up to 55% of employees still say they experience discrimination, despite workplace diversity programs.

This may be in part because, according to surveys from the Pew Research Center, while most workers say their company has DEIB policies, only one-third said their workplace had a DEIB-focused staff member, and only one in four said their workplace had identity-based affinity or resource groups. While few had access to these resources, the majority of those who did said they made a positive impact. This is why companies must prioritize deliberate, effective, actionable DEIB efforts that don’t just claim to include team members, but take specific steps to empower them. By committing to fostering a diverse and respectful workplace, businesses can harness the power of diversity to unleash innovation that benefits every team member, and the organization as a whole.

Giving your team members a platform

Creating a safe, nurturing work environment is fundamental to encouraging individuals to express creativity and new ideas. Elevating a wide range of voices within your organization can help set an inclusive tone, while also allowing employees to discuss potential issues and share personal and professional experiences that have shaped their careers.

●     Company content

One great way to emphasize that your organization cares about the thoughts and experiences of employees is to share them through a company platform such as a blog or newsletter, or even via social channels. While the specifics of the content and the best-fitting approach will vary depending on the organization and its unique mission, options like employee spotlights, monthly essays on timely topics, and interviews between different members of the team can all help showcase a company’s unique community.

Employee blogs and other content can be internal, or in some cases, shared externally to help your customers feel engaged with your team. You can even encourage your employees to nominate their colleagues to participate, fostering a greater sense of community. Highlighting your team and the wide-ranging skills and experiences they bring to the table creates a supportive culture that encourages authentic storytelling and empowers employees to take ownership of their narratives and connect with one another around shared experience.

●     Internal platforms

Your organization can also create shared experiences that lift up your employees. Team events centered on learning and open dialogue can build community, and serve as another opportunity to platform individuals to an audience of colleagues. Data from the Pew Research Center found that the majority of employees felt workplace trainings or meetings they attended on DEI were helpful. Such events can include participation from your whole team, aim to connect employees who share job responsibilities, or focus on creating a space for those who belong to a specific community. They can also be a great jumping-off point for the formation of Employee Resource Groups (ERGs), which are groups based on employees’ shared life experiences.

There are many organizations your company can work with to facilitate these experiences. These partners can provide guidance from licensed industry experts to create a safe space where employees can share their thoughts, experiences, and challenges related to diversity, equity, inclusion, and belonging. These events foster open dialogue and provide a safe, supportive environment in which employees can validate their own experiences and develop a deeper understanding of colleagues’ perspectives. In this way, they can promote a sense of community and belonging in the workplace.

Always promote continued growth

As DEIB work has evolved, it has shifted from a focus on compliance-driven efforts to a more holistic and strategic approach. And as the benefits of a diverse and empowering workplace have become apparent in organizations’ bottom lines, it has become a business imperative as well. Data-driven decision-making, employee engagement, and the influence of ERGs have become vital. Intersectionality, allyship, and external focus on social impact initiatives have gained prominence, and DEIB is now an integral part of organizational values rather than a siloed obligation.

Large, multinational corporations pledged over $210 billion to DEIB initiatives in 2021 and 2022. However, many organizations that have recently implemented robust DEIB programs have begun to struggle with and scale back their efforts, as is evidenced by the decrease in DEIB roles. While each organization’s situation is different, one more or less universal truth is that your garden will grow where you water it. In other words, it’s not enough to establish a commitment to DEIB, if the programming that undergirds that commitment isn’t growing along with your company, to accommodate the needs of your team.

●     Practice what you preach

Leading by example is one of the most powerful tools in an executive’s arsenal. According to Gartner, employees who felt their leader exhibited authenticity, empathy, and adaptability were 37% more engaged in their workplaces than those who did not. One example? Many organizations assert a focus on work-life balance, but those that consistently ask employees to prioritize work above all else fail to actualize this tenet. On the other hand, companies where leaders can be seen modeling the kinds of behaviors they want their employees to feel comfortable embracing will create a truly balanced culture.

This is also true when it comes to DEIB. Diversity should extend beyond entry- and associate-level hiring initiatives, to all levels of company leadership. This highlights that varied viewpoints are part of an organization’s overall decision-making, not just on matters of diversity, equity, inclusion, and belonging, but in all regards.

●     Check in regularly

The best DEIB programs feel like organic extensions of the companies where they operate. While industry leaders should always be learning by staying on top of new research and trends in the space, they can also learn by observing their own organizations. Many DEIB leaders say that what drives and inspires them the most in their work is the people at their companies. Implement regular surveys that allow anonymity, to gather team member feedback on initiatives. As the broader cultural climate shifts, expect the one within your company to evolve as well.

When people with diverse backgrounds, experiences, perspectives, and identities come together as a unified and inclusive group, the collective strength and potential that arises is unbeatable. Employees who feel their environment promotes diversity and inclusion are 5.4 times more likely to want to stay, according to research from Great Place to Work. The workplaces that can harness the power of diversity, and see the growth and innovation it begets, are those that commit to the values of DEIB.

In doing so, organizations show they are dedicated to providing equal opportunities for growth, amplifying every voice, and empowering individuals to make a difference. This shapes a future where success is measured not only by business achievements, but by the positive impact on team members, customers, and the world at large.