DEIB: How to Create More Inclusive Workplace (2024)

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Why are the issues of (DEIB) diversity, equality and inclusion being discussed so much recently? One of the important reasons why this issue has become so prominent may be the participation of younger generations in the workforce.

The world’s population is becoming increasingly multicultural. Young people grow up knowing much different cultures, they grow up in much more diverse groups than their parents. For them, diversity becomes like a natural necessity. According to an article published in Forbes magazine, young people are increasingly interested in brands that serve a more inclusive world, with equal opportunities and social justice among the issues. Since young people are the most diverse generation we have seen in the world so far, they are influenced not only by demographics, but also by the fact that there is room for different ideas in a company, different points of view can be discussed, and along with these, there are company cultures that approach all kinds of people positively. When this happens, commitment and performance also increase.

Let’s explain these concepts with a simple metaphor:

  1. Diversity depends on who is in the room.
  2. Equality looks at who wants to enter the room and who can’t.
  3. Inclusivity also looks at whether everyone’s ideas are heard in the room.


Diversity means that there are groups formed by different people. Diversity also means different identities, different backgrounds, different thoughts, likes, experiences. The diversity of someone’s identity can include characteristics such as their race, sexual identity, religion, nationality, body structure and size and age.

Equality means fair treatment of everyone, equality of opportunity and development for everyone. This is also called the totality of the organization’s actions to remove all obstacles to equality of opportunity by using past experiences. Equality also affects access to career opportunities and employees’ sense of being valued within the organization.

Inclusiveness is a concept that allows employees to be heard, seen and feel valued rather than being a result of diversity. It is also directly related to the culture of employees in this organization being able to express themselves without fear. Inclusiveness also includes flexibility towards employees who work in a different order.

All three concepts together create a culture in which employees feel valued, can express themselves, are supported, and can achieve equality of opportunity and develop regardless of their origins, race, background, and inclinations.

What are the characteristics that make up diversity?

  • Age
  • Nationality
  • Development of the mind
  • Cultural background
  • Ethnicity
  • Sexual identity
  • Languages and accents
  • Mental health
  • Nationality origin
  • The state of being a parent
  • Physical ability
  • Race
  • Differences of religion and sect
  • Sexual orientation
  • Socio-economic level

The relationship between commitment and diversity

As you know, commitment is of critical importance for human resources and business owners today in terms of business performance… If we look at the relationship between diversity and commitment;

When people from different backgrounds, characteristics, cultures, traditions and social circles come together, it becomes easier for new, different and fresh ideas to emerge. Inclusiveness, on the other hand, is an important cultural feature that fosters diversity. The way for diversity to be sustainable is for everyone to be listened to, accepted and valued. This is also possible with inclusiveness. Employees in organizations that care about diversity and are inclusive tend to stay in the company for 19% longer and show cooperation behavior 57% more effectively with their horizontal.

The benefits of diversity, equality and inclusion

  • Inclusive firms are performing better in terms of financial results.
  • Diversity brings perfection.
  • These three concepts make employees feel safe, respected and connected.
  • Diverse teams are able to create and implement innovations faster.
  • Employees experience a greater sense of ”belonging”.
  • All employees are given the chance to achieve their development and career goals.
  • Due to diversity, the emerging innovations provide an advantage in competition.
  • Inclusivity is extremely important for employees working from home to support the feeling of “being inside”.
  • Diverse cultures and companies can attract more talented employees.
  • Inclusiveness supports the effort to create a psychological safe space.
  • A diverse and inclusive culture increases loyalty.

Sustainable Diversity & Equality & Inclusion Projects

According to Gartner’s report, companies that conduct a sustainable diversity & equality and inclusion project can achieve 20% more inclusion behaviors compared to their counterparts, which translates into 5% more “willingness to stay in the company” and 6.2% more “learning on the job” behaviors of employees. In this study, Gartner has proposed the following three stages for sustainable projects.

Focus on Your Employees

Progressive organizations that want to be successful in Diversity & Equality & Inclusion projects show an approach that focuses on the employee and encourages the employee to own the processes. For this purpose, this new project needs to be owned by all layers of the organization. It is proposed that the purpose, process, expected effects of this project be determined together with the owners of the sub-processes and clear communication be made. And it is extremely important that employees are informed about how they can contribute individually.

Find a parameter where you can track development in the process and prioritize

It is extremely important to have objective criteria in such cultural projects and to get the support of employees. When we start with relatively person-dependent and subjective criteria such as ”loneliness”, the change may not reflect equally on everyone. The leaders who carry out Diversity & Inclusion projects have stated “increasing organizational inclusivity” as the most important result of these efforts by 85%. Despite this, it has been observed in the research that only 57% of the companies that carry out such projects take this concept as a project success criterion.

Adapt Diversity & Inclusion policies to the existing culture

In order for Diversity & Inclusivity projects to be long-term and effective, they need to be embedded into existing processes. In particular, talent hunting processes, backup processes, recruitment processes, performance management processes are the processes that should be affected by these projects. In fact, it is not enough for these projects to be integrated into HR processes in order to achieve success, it is expected that they will also affect the processes of other departments such as finance, accounting, operations. You can find all the following features and options in companies providing human resources consulting services: DEI initiatives, DEI training, DEI best practices, DEI in the workplace, DEI culture, DEI strategy, DEI goals, DEI metrics, DEI reporting, DEI compliance, DEI consulting, DEI resource.