Diversity, equity, and inclusion (DEI) should be more than a slogan. Many companies talk about it, but real change takes work. Employees notice when businesses fail to back up their words with action. So, how can companies make meaningful DEI progress? Here’s how businesses can move from talk to real results.
1. Get Leadership on Board
Change starts at the top. Leaders must do more than approve policies. They need to set an example, ask hard questions, and challenge bias in their own teams. Employees watch what leaders do, not just what they say.
Executives should make DEI a personal priority. That means actively listening to employees, being open to uncomfortable conversations, and leading by example. If leadership treats DEI as a side issue, employees will too. Make it clear that diversity and fairness are company priorities.
2. Make DEI Part of Everyday Work
DEI can’t be a side project. It must be part of hiring, promotions, and team dynamics. That means clear goals, regular check-ins, and accountability for progress. If it’s not measured, it won’t improve.
For example, hiring managers should follow structured interview processes to reduce bias. Teams should analyze promotion data to ensure fair advancement opportunities. Every department should ask: How does DEI show up in our daily work?
3. Listen to Employees
Surveys and focus groups help, but real listening happens in conversations. Encourage honest feedback. Create safe spaces where employees feel heard. Then, act on what you learn.
Anonymous surveys are a good start, but leadership should also engage in direct discussions. Employees want to know that their concerns lead to action. If workers feel unheard, trust in DEI efforts will fade.
4. Change Hiring and Promotion Practices
Bias exists in hiring and promotions, even when unintentional. Use structured interviews and diverse hiring panels. Set clear promotion criteria so growth isn’t based on who fits in best with leadership.
Organizations should track hiring and promotion data to identify patterns. Are certain groups underrepresented in leadership? Are new hires diverse across roles? Without tracking, bias often goes unnoticed.
5. Train the Right Way
One-time training won’t fix deep issues. Ongoing workshops and real-world practice help change habits. Focus on bias awareness, inclusive leadership, and how to speak up against discrimination.
Training should be interactive and relevant. Employees should leave sessions with practical tools, not just theory. Follow-up discussions reinforce learning and encourage lasting behavior changes.
6. Review Policies and Benefits
Company policies should support all employees fairly. That means parental leave for all caregivers, fair pay audits, and clear procedures for reporting discrimination. If policies don’t match DEI goals, they need to change.
For example, health benefits should cover diverse family structures. Pay equity audits should be routine. Employees should trust that they can report discrimination without fear of retaliation. If company policies favor some groups over others, inclusion efforts will fail.
7. Hold People Accountable
DEI efforts fail when no one is responsible. Leaders should tie progress to performance reviews. If someone undermines DEI work, address it directly. Change happens when people know it matters.
Managers should be expected to foster inclusive environments. If an employee consistently excludes others or disregards DEI policies, there should be consequences. Accountability drives cultural change.
8. Keep Improving
DEI is not a checklist. It’s an ongoing effort. Track progress, adjust strategies, and keep learning. What worked last year might not work next year.
Organizations should regularly review DEI metrics and set new goals. Employee experiences change, industries shift, and best practices evolve. A commitment to continuous improvement keeps DEI efforts relevant and effective.
9. Address Microaggressions and Bias
Even well-meaning employees may engage in microaggressions—subtle but harmful comments or actions. Organizations must address these issues openly. Training should help employees recognize bias in themselves and others.
For example, dismissing someone’s idea in a meeting or assuming a colleague’s background based on their name are everyday biases that impact workplace culture. Encouraging awareness and action helps build respect and inclusion.
10. Support Employee Resource Groups (ERGs)
ERGs create community and amplify diverse voices. Companies should support these groups with funding, leadership backing, and a direct line to decision-makers. ERGs can help shape DEI initiatives and provide insight into employee needs.
Final Thoughts
Talking about DEI isn’t enough. Real change happens when leaders commit, policies shift, and employees see progress. Businesses that act on DEI don’t just build better workplaces—they build stronger, more successful teams. DEI isn’t about looking good on paper. It’s about creating real equity, lasting inclusion, and a culture where everyone can thrive.
