Diversity, Equity, Inclusion and Belonging At Work: A 2024 Guide

Diversity, Equity, Inclusion and Belonging (also known as DEIB) is becoming increasingly important and integral to the long-term success and growth of a company. A McKinsey study showed that companies in the top quartile for diversity are 36% more likely to outperform their industry medians’ financial returns. In addition, a report found that almost 80% of employees expect their leadership team to implement and improve DEIB initiatives to create meaningful change at work.

Let’s explore what exactly Diversity, Equity, Inclusion and Belonging refers to, why it matters, and how to foster DEIB in your organization. 

Contents
What is Diversity, Equity, Inclusion and Belonging (DEIB)?
What’s the difference between inclusion and belonging?
DEI vs DEIB
Diversity, Equity, Inclusion and Belonging examples
Importance of Diversity, Equity, Inclusion and Belonging in the workplace
DEIB challenges
How to foster Diversity, Equity, Inclusion and Belonging
FAQ

What is Diversity, Equity, Inclusion and Belonging (DEIB)?

Diversity, Equity, Inclusion and Belonging are four separate concepts that together help boost morale, engagement, productivity, success, and innovation within the workplace. HR teams and organizations as a whole are more aware than ever before that DEIB initiatives can mean the difference between an organization thriving or flagging.

Let’s explore each of these four concepts in more detail. 

• Diversity: This refers to demographics, including gender, age, ethnicity, race, sexual orientation, location, nationality, disability status, and more. The wider the range of these demographics, the more diverse your organization is. However, having a diverse team is not enough. Creating a workplace environment that supports and nurtures diverse employees is what matters. 
• Equity: An equitable organization means that every employee receives equal opportunities, is treated fairly, and has the resources they need to succeed in their job, regardless of their background.
• Inclusion: An inclusive environment means that all employees are treated with respect and care, despite any differences, and made to feel welcome, valued, and heard. A report by Gartner found that inclusive teams perform up to 30% better than non-inclusive teams. 
• Belonging: All employees should feel accepted, valued, and heard at work. Belonging is about fostering psychological safety in team situations, where every team member is comfortable expressing themselves without fear of judgment or retribution. Regardless of how long an employee has been in the company or team, they should feel welcome and needed and receive the same comradery and opportunities as anyone else.

What’s the difference between inclusion and belonging?

Inclusion and belonging are words often used interchangeably, though each has a distinct meaning. The key difference is that inclusion refers to the action an employer takes, such as fair and transparent employee policies, creating a welcoming onboarding experience for new hires, and ensuring all employees are always included and have their ideas and perspectives listened to.

Meanwhile, belonging relates to how those actions make the employee feel. In other words, it is the outcome of the inclusion efforts and behaviors. Belonging means that employees feel seen, heard, respected, and valued at work. This results in a strong team dynamic and connection with the work they do and the organization.

It also has to do with someone’s intrinsic motivation; an internal motivation that they experience because they feel included and valued. They enjoy the work they do and find it valuable and interesting, and it gives them fulfillment.

A sense of belonging is a basic human need, also defined in Maslow’s Hierarchy of Needs:

Inclusion and belonging are closely connected. In essence, if your organization isn’t inclusive, it will be very difficult for people to feel that they belong. A strong inclusion strategy is essential to foster the sense of belonging that will help to keep your employees happy and engaged at work.

DEI vs DEIB

Diversity, Equity, and Inclusion (DEI) are essential components that help to promote a sense of belonging. They focus on representation, fair treatment, and integration of individuals from diverse backgrounds. DEI lays a strong foundation to build an environment where everyone feels like they belong.

Belonging in the workplace ensures that employees not only see themselves represented and treated equitably but also experience acceptance, a meaningful connection, and commitment to their team and organization.

Without a sense of belonging, an employee is unlikely to want to work or stay at an organization long-term. This is why belonging has become an essential element of DEIB.

Diversity, Equity, Inclusion and Belonging examples

Here are some real-world Diversity, Equity, Inclusion and Belonging examples from different industries to illustrate some of the common challenges and the steps taken to successfully implement a DEIB framework.  

Example 1: Women Influence Chicago

A DEIB consultancy company, Ethos, worked with a Chicago-based startup incubator, 1871, to create a program for mid-career female technologists to help them develop the tools and skills needed to advance in their careers. The aim was to increase the number of female CTOs in the Chicago tech community.

They designed a program comprising four workshops to cover important topics like career growth, effective communication, management, and negotiation, as well as monthly forums and mentor meetings to help integrate the tools and strategies learned.

In the first cohort of women, 16 out of 17 achieved their goal, whether it was a raise, promotion, or becoming a community thought leader. 

Example 2: KPD Insurance 

An insurance company, KDP, wanted to challenge the stereotype and status quo of their company, with middle-aged white men predominantly holding sales and ownership positions, and middle-aged white women employed mainly in service roles. They wanted to create an environment where everyone felt included and could grow and increase diversity.  

A consultancy specializing in bias, Percipio, worked with KPD to have challenging conversations with team members to uncover their own biases and provide training to create long-lasting change. By implementing DEIB practices, KPD has been able to improve its recruitment and retention practices to create a more inclusive workplace.

Employees feel more connected to each other, their work, and the organizational culture that supports people from all backgrounds to thrive. 

Example 3: The Poetry Foundation

In 2020, The Poetry Foundation was urged to propose a plan to tackle problematic practices within the foundation and take steps to build a more equitable environment. Partnering with Ethos DEIB consultancy, they conducted an Equity Audit of published poets in the magazine and found that Black and Asian poets were most underrepresented.

Ethos conducted interviews with employees, board members, and community members of the foundation. They also reviewed internal policies and procedures to uncover any inequalities. 

Based on the findings, the consultancy made recommendations such as adding diversity to the leadership team, acknowledging past concerns with more empathy, building an internal people operations team, and developing a formal leveling system. 

Within six months, three BIPOC board members joined the board. Furthermore, The Poetry Foundation invested in additional HR resources, conducted healing sessions with employees to address past concerns, and created and implemented pay bands. 

Importance of Diversity, Equity, Inclusion and Belonging in the workplace

The integration of DEIB principles is not just a moral imperative but a strategic advantage in today’s globalized business world. The interplay of the four elements contributes to organizational success in the following ways:

• Increasing retention rates: A report by the Achievers Workforce Institute found that 40% of respondents with a strong sense of belonging rarely think about looking for a job elsewhere, versus 5% of respondents with a low sense of belonging. BetterUp also found that DEIB initiatives can lead to a 50% reduction in turnover risk.
• Boosting employee engagement: When an employee feels included in a team and valued, they’re much more likely to go the extra mile at work. That motivates their colleagues to do the same, increasing the overall levels of engagement.
• Improving productivity: When employees feel safe and comfortable and are supported at work, they perform better. In the same Achievers report, 45% of respondents with a strong sense of belonging say they are their most productive self at work. Only 6% of those with a low sense of belonging say that. Moreover, BetterUp reports that strong DEIB initiatives can result in a 56% increase in job performance and a 75% decrease in sick days.
• Helping your employer branding: 51% of respondents with a strong sense of belonging would recommend their company as a great place to work, versus 4% of those with a low sense of belonging. Plus, DEIB initiatives can lead to a 167% increase in the employee net promoter score.
• Improving bias awareness: Implementing DEIB initiatives in the workplace helps make everyone more aware of unconscious bias, whether it’s during the recruitment process, when giving raises and promotions, in performance reviews, and more. 
• Broadening your talent pool: With more transparency than ever available in just a few clicks (for example, employee reviews on websites like Glassdoor), it’s easy for candidates to find out what an organization is truly like to work for, regardless of what it says on its website. If an employer can actively demonstrate their commitment to DEIB, Millennial and Gen Z candidates are more likely to apply to work for them. An EY survey found that 73% of Gen Z and 68% of Millennials would choose a company that prioritizes DE&I over one that does not.

DEIB challenges

While modern organizations widely recognize the benefits of DEIB, the path to achieving these ideals is often complex, presenting a unique set of challenges.

Let’s take a look at some of them.

Discontent with DEIB departments

During the tech layoffs in 2022 and 2023, many companies laid off DEI professionals, and job listings decreased. This suggests a discontent with DEIB departments and the improvements and value they’re bringing to the organization.

Research by Gartner has also found that a growing number of employees feel alienated by the DEIB efforts at their workplace, see them as divisive, and resent them. 

Staying compliant

In June 2023, the US Supreme Court made a significant ruling regarding affirmative action in university admissions. This decision struck down the affirmative action student admissions practices at Harvard College and the University of North Carolina at Chapel Hill (UNC).

Although the ruling directly concerns university admissions, it has broader implications for corporate hiring practices and other DEIB initiatives. For example, it’s likely that organizations will face increased legal scrutiny in how they implement these programs. They might need to reevaluate their DEIB strategies to align with the legal precedents set by this ruling.

There are also various other laws and requirements in place (for example, the Equal Employment Opportunity Commission – EEOC and Office of Federal Contract Compliance – OFCCP) to prevent discrimination during the recruitment process.

As you create and implement DEIB initiatives, it’s essential to remain compliant with all applicable laws.

Improving recruitment strategies

One of the best ways to build and maintain a diverse workforce is to implement inclusive hiring practices, remove unconscious bias, and attract more candidates from different backgrounds. However, this can be challenging if you don’t know where to look for the right candidates who are a good cultural fit for your organization.

Plus, if you don’t have other DEIB initiatives in place to demonstrate your commitment, you will likely struggle to attract top candidates who care deeply about Diversity, Equity, Inclusion and Belonging. 

Training for DEIB

It is a considerable task to train your entire workforce with DEIB best practices, for example, ensuring all employees are aware of their biases or know what to do if they or a colleague is ever faced with inequality, exclusion, or prejudice.

A study has found that annual workshops and training temporarily improve DEIB, and employees will often gradually regress back to how they behaved prior to the training.

What’s more, you need to make sure that your trainings comply with the rules and regulations outlined above.

Measuring DEIB

Companies often use employee surveys to measure how successful their DEIB initiatives are. However, these often fail to dig deep into how candidates and employees truly feel, and there is rarely 100% participation. In addition, by the time an issue is flagged, it has been left to fester, and it can take considerably longer for substantial changes to be made.

How to foster Diversity, Equity, Inclusion and Belonging

Embracing DEIB is essential for creating an innovative and productive work environment where every individual feels valued and empowered. Here are some tips to help you address some of the common DEIB challenges and create an inclusive workplace culture in your organization.

1. Take a systemic approach to DEIB

Instead of focusing on high-visibility DEIB initiatives, focus your efforts on building DEIB into the foundation of the company. This approach is often seen as more authentic and, therefore, more likely to be embraced and to be effective. We at AIHR refer to this as Systemic DEIB.

Build practices that promote inclusion, such as pay equity and equal access to education and training. Define a clear opinion on specific issues and explain the action you’re taking to address inequalities, as well as the goals you’re working toward.

HR should enlist the help of the marketing team to craft compelling, authentic copy when discussing DEIB, both internally and externally. Once your message is clear, it’s important to follow it up with action.

For example, if you want to give more people access to opportunities, you might want to move away from traditional criteria like degrees and demographics and opt for a skill and behavior-based approach.

You might also explore various talent pools to increase diversity, like creating an internship or apprenticeship program or tapping into the potential of the hidden workforce. This term refers to individuals who are willing and able to work but are not currently employed or are underemployed, often due to various barriers such as caregiving responsibilities, disabilities, or a lack of traditional qualifications.

2. DEI is the base to build on

As we’ve already established, it will be challenging for people to feel that they belong in a work environment that isn’t diverse, inclusive, and equitable.

When you shift your approach to look at how everyone in the organization can flourish, you will notice small and larger changes you can make to improve things for all. 

Here are some key questions to consider, as discussed with us by Lorraine Vargas-Townsend, Chief People Officer at ESO:

• What mix of people do you have at every leadership level?
• Are all of the voices in the room equally heard and celebrated?
• Can every employee contribute their unique gifts and strengths in a way that feels safe?

These are simple ways to discover if you have a workplace that is inclusive and diverse and where people feel they belong.

3. Focus on purpose

Now more than ever, people are looking for a purpose in what they do. In the workplace, this means that they want to resonate with the mission (i.e., the ‘what’ and the ‘how’) and vision (i.e., the ‘why’) of the organization they work for – or are looking to work for. 

Let’s look at a couple of (well-known) examples.

Take a look at your organization’s own mission and vision. How are they formulated? Do they still reflect the heart of what your company stands for, or do they need updating?

Secondly, your mission and vision need to be visible. You want it to be virtually impossible for candidates not to notice your company’s purpose. Make sure it’s visible on the company website, and consider including it in your organization’s email signature.

You may also want to add it to job listings. This way, candidates will be subtly exposed to your mission and values and can see who you are, what you stand for, and whether their own values align with this.

4. Accept that your company isn’t for everybody

Not everybody can work in your organization, and that’s a good thing. Being transparent about what you stand for and what it’s like to work at your organization is essential to ensure that a candidate’s expectations are met.

This will lead to unsuitable candidates not applying for your open roles and increase the number of applications from suitable candidates who will thrive in your workplace. It will also help to reduce new hire turnover rates. 

Your mission won’t be for everyone. However, for people who do resonate with your purpose, it will contribute to a sense of belonging.

5. Use data to track and measure progress

Tracking and analyzing the right data is crucial to measure how your DEIB efforts are paying off. For instance, monitoring data at all stages of your hiring journey can show you where your recruiting strategies are falling short. You may have a diverse talent pool of applicants for your open roles, but perhaps only few of those candidates make it through the assessment test or the resume screen.

This could mean there is some bias at pay in your hiring process, or you could make a small change to the recruitment process that could increase the number of diverse candidates reaching the interview and hiring stage.

Besides recruitment-related metrics, you can also track:

• Employee advancement / Promotion rate: This metric tracks how different employees are advancing in your organization. You can compare promotion rates across employee groups.
• Initiative-focused metrics: Set goals for your DEIB initiatives, then assign metrics to each goal so that you can track your progress and make amendments accordingly.

Regularly send out surveys to employees so they can share from their perspective how well you are meeting your DEIB goals and delivering on what you’ve promised.

6. Be intentional with your efforts

Belonging won’t just happen, and this becomes even more challenging when your organization is growing rapidly. You need to be intentional about it.

Here are a few examples of what this means in practice:

• Team managers must make sure everyone is being heard. If, for instance, you have people in your team who don’t easily speak up during meetings or group discussions, give them a friendly nudge. That doesn’t mean you put them on the spot. See if you can share the meeting agenda with them beforehand and give them the chance to prepare what they want to say.  
• When you receive feedback, take action on it. This can also mean to say that this is not something you will (be able to) address right now. Radio silence will make people feel unheard, unappreciated, or simply ignored, which doesn’t help their sense of belonging.
• Another way to foster belonging is by offering people in your organization the opportunity to find their tribe within the tribe; an affinity group or employee resource group (ERG). These groups enable people to come together and build connections based on shared characteristics or interests.

7. Truly include your gig workers

Most companies have a workforce made up of a range of full-time employees, freelancers, contractors, and other types of contingent workers. Unfortunately, a lot of organizations treat their contingent workers differently than their ‘traditional’ employees. A few examples of what this can look like are:

• Not paying their contingent workers on time 
• Failing to share all the information with them even if they need it in order to do their job properly 
• Not including their contingent workers in team or company events.

It’s difficult to be a truly inclusive company if you’re not creating an environment where every type of worker, regardless of the duration of their contract, feels valued and heard, and experiences a certain shared connection. Don’t neglect your gig and temporary workers when designing your DEIB initiatives.

8. Lead by example

When it comes to building an environment that’s diverse, inclusive, and equitable, a place where people feel they belong, trust is a vital element. But how do you build trust?

Leaders can build trust with employees by showing their vulnerability. For example, talking about their personal struggles (past and present), their hopes and fears. In many work cultures, leaders are placed on a pedestal and viewed as and spoken about almost as though they’re celebrities who aren’t quite real. In order to humanize the workplace, leaders must demonstrate that they’re human. This helps create empathy which leads to trust. 

It’s also important for leaders to model the desired change they wish to create and hold others in leadership positions accountable. This includes:

• Broadening one’s understanding of unconscious biases
• Actively listening to what one’s colleagues have to say
• Amplifying the voices of others.

Leading by example should be a core priority for advancing your DEIB efforts.

On a final note

The dollars spent by companies on DEI-related efforts are projected to more than double, reaching $15.4 billion by 2026. DEIB has, and will continue to, shape the future world of work, which is why it’s essential to start making your organization a more diverse, inclusive, equitable environment that fosters a sense of belonging in all.

DEIB can have a positive impact on your employees, making them more engaged and happy at work, as well as on your bottom line, through increased productivity, retention rates, and a stronger talent pool. Use the tips we’ve shared to improve your DEIB initiatives today, champion underrepresented groups, and create a more inclusive workplace where everyone can flourish.

FAQ

Neelie Verlinden

Neelie Verlinden is a digital content creator at AIHR. She’s an expert on all things digital in HR and has written hundreds of articles on innovative HR practices. In addition to her writing, Neelie is also a speaker and an instructor on several popular HR certificate programs.

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