16 (Practical) DEI Tips of the Day To Implement in 2025
DEI has been facing some significant challenges. Terms like “DEI,” “diversity,” and “inclusion” have decreased by 22%, but references to terms like “belonging,” have increased by 59%. Transforming DEI initiatives into DEIB can make it a practice that ensures all employees feel connected and valued.
Are DEIB initiatives on the decline? You might think so if you consider the substantial backlash against Diversity, Equity, Inclusion, and Belonging (DEIB). Although anti-DEIB sentiment has led some companies like Target, Meta, Walmart, and McDonalds to roll back their initiatives, these corporate examples may predict the future of DEIB.
According to Harvard Business Review, certain demographic goals have decreased, such as gender representation declining from 34% to 26% year over year. However, there are still signs of DEIB progress. Of the surveyed companies, 60% indicated they have a DEI strategy, 66% have committed to a DEI budget in 2024, and 73% have committed to incorporate DEI into their company values.
Yet, there is no denying that the current U.S. administration’s negative stance on DEI is having an impact on corporate sentiment. But companies like Costco, Goldman Sachs, and JP Morgan Chase & Co. are standing firm by their commitment. So, what’s the solution to combat DEIB misconceptions? Understanding its true purpose and how it can benefit everyone in the workplace, not just a selected few.
To build a more inclusive workplace and gather actionable insights, download our Diversity & Inclusion Survey Guide and start measuring the inclusivity of your organization today.
Let’s explore some top DEI tips of the day examples that HR teams can implement in their organizations.
Contents
What is Diversity, Equity, Inclusion and Belonging (DEIB)?
The importance of DEIB in the workplace
The current challenges of DEIB
16 practical DEI tips of the day
What is Diversity, Equity, Inclusion and Belonging (DEIB)?
DEIB is the practice of promoting a diverse, equitable, and inclusive work environment where employees feel like they belong. HR teams and managers implement DEIB initiatives through strategies, systems, and behaviors that aim to ensure everyone is valued, supported, and included in the workplace.
Let’s take a closer look at each concept in detail:
- Diversity represents different backgrounds and identities, including traits like race, ethnicity, gender, age, mental and physical ability, sexual orientation, and more. To foster a diverse workplace, HR teams may implement certain recruitment strategies that focus on attracting a diverse talent pool.
- Equity is when there is fair and equal access to opportunities in the workplace. It involves a systematic practice that often involves ensuring all employees are fairly hired and promoted, compensated, represented in senior leadership, and have access to career and learning opportunities.
- Inclusion actively encourages and fosters a work environment where employees feel valued, respected, and included. An inclusive workplace allows employees to share diverse perspectives, be involved in key decisions, have access to the necessary accommodations for different mental and physical abilities, among others.
- Belonging involves the feeling of being welcomed, accepted, and connected in the workplace. Employees feel they have the psychological safety to be their authentic selves. A high sense of belonging can lead to higher levels of engagement, productivity, and loyalty to an organization.
The importance of DEIB in the workplace
Despite the recent backlash against diversity initiatives, organizations still consider them important. In fact, 60% of companies have a DEI strategy, and 73% embed their commitment to DEI in their company values.
Belonging is just as important. Employees in organizations with a strong sense of belonging are significantly more engaged and confident:
- Over seven times more likely to feel respected
- Twice as likely to find purpose in their work
- Nearly five times more likely to feel psychologically safe
- Eleven times more likely to feel heard
- Almost 14 times more confident in company decisions
- More than eight times more likely to perceive fairness and objectivity in their workplace
There are also financial benefits to investing in DEIB initiatives. Companies with greater diversity are 70% more likely to capture new markets and see a 19% boost in innovation-driven revenue.
7 reasons why you need DEIB in the workplace
Here are 7 reasons why DEIB is crucial in the workplace:
- Diverse perspectives and innovation: A diverse workforce, encompassing people from different backgrounds, cultures, and experiences, brings a variety of perspectives. This diversity in thought leads to more innovative solutions and ideas, as different viewpoints often challenge the status quo and lead to more creative problem-solving.
- Broader talent pool and desirability: Organizations that emphasize DEIB are more likely to attract a broader range of candidates. This is because they are seen as more inclusive and equitable, making them more appealing to individuals from various backgrounds. A commitment to DEIB can also enhance a company’s reputation, making it a more desirable place to work.
- Improved employee engagement and satisfaction: Workplaces that are inclusive and equitable tend to have higher levels of employee engagement and satisfaction. Employees who feel respected and valued for their unique contributions are usually more engaged in their work and committed to their organization.
- Better understanding of diverse markets: Having a diverse workforce can help companies better understand diverse markets. This understanding is vital as it enables them to cater to a wide range of customers effectively. Furthermore, it allows for the development of more effective marketing strategies, innovative product development, and excellent customer service.
- Reduced risk of discrimination and legal issues: Focusing on DEIB can help reduce the risk of discrimination and related legal issues. This is important not only for adhering to legal standards but also for maintaining a positive and equitable workplace culture.
- Enhanced decision-making: Diverse groups are often better at decision-making because they can consider a wider range of perspectives and potential outcomes. Studies strongly suggest that diverse teams make better decisions than non-diverse teams (up to 87% of the time).
- Global competitiveness: In an ever-globalizing world, fostering a diverse and inclusive workforce can provide a competitive advantage. It enhances communication and comprehension among diverse cultures and countries.
DEIB is not just a moral imperative but a strategic one. It leads to a more dynamic, innovative, and competitive organization capable of meeting the challenges of a diverse and changing world.
Boost workplace inclusion with daily DEI tips and expert training
Implementing daily DEI tips can help your organization build a more inclusive and equitable workplace, even in the face of challenges. From auditing communications to supporting neurodivergent employees, small actions can lead to big results.
In AIHR’s Diversity & Inclusion Certificate Program, you’ll gain the skills to design impactful DEIB strategies, measure progress, and foster a culture where every employee feels valued and heard.
The current challenges of DEIB
The current challenges of DEIB in the workplace are multi-faceted and reflect broader economic, political, and organizational dynamics.
- Anti-DEIB sentiment: As highlighted by the layoffs of DEIB professionals at companies like Amazon, Walmart, and Zoom, there’s a growing trend of DEIB initiatives being deprioritized amid, especially after the termination of federal DEI programs. This has led to some organizations to view DEIB as non-essential or secondary to other business functions.
- Resistance to change: Implementing effective DEIB strategies often requires significant changes in organizational culture, which can meet with resistance. This resistance can come from various levels within an organization, including leadership, middle management, or general staff, especially if they don’t understand the value or necessity of these changes.
- Tokenism vs. genuine inclusion: There’s a challenge in ensuring that DEIB efforts are substantive rather than symbolic. Tokenism, where superficial actions are taken to appear inclusive without enabling genuine equity and inclusion, can undermine DEIB initiatives and lead to skepticism about their sincerity. Tokenism can also take a toll on mental health, leaving those affected feeling isolated, undervalued, and grappling with imposter syndrome.
- Measurement and accountability: Measuring the impact of DEIB initiatives can be challenging. There’s a need for clear, actionable metrics to assess progress and hold organizations accountable. Without these metrics, it can be difficult to gauge DEIB programs’ effectiveness or justify continued investment in them.
- Intersectionality: Addressing intersectionality – the way different aspects of a person’s identity (like race, gender, class, etc.) intersect and create unique experiences – is complex. DEIB initiatives must recognize and address these nuances to be truly inclusive.
- Sustained commitment: A huge reason DEIB efforts fail is the lack of commitment to the program. DEIB is not a one-time effort but requires ongoing commitment and adaptation. Keeping up the momentum and continuously evolving DEIB strategies to meet changing societal and organizational contexts is a significant challenge.
- Global and cultural differences: Implementing DEIB strategies across different cultures and legal frameworks for multinational corporations can be complex. What works in one country or culture might not be effective or appropriate in another.
- Inclusivity in remote work environments: With the rise of remote work, providing an inclusive environment for all employees, regardless of their physical location, is a new challenge. Ensuring remote workers feel as included and have equal opportunities as those in physical offices is crucial.
These challenges indicate that implementing DEIB initiatives effectively and sustainably can be a complex task that requires dedicated resources, genuine commitment, and nuanced approaches.
16 practical DEI tips of the day
Here are some practical tips for HR professionals, each focusing on a specific aspect of workplace diversity, equity, inclusion, and belonging:
Day 1: Audit your workplace communications
Conduct a comprehensive review of your organization’s written materials, including job postings, internal policies, website copy, and social media posts. Ensure that the language used doesn’t unconsciously favor a particular gender, sexual orientation, age, culture, or background. For example, avoid gendered pronouns (use “they” or “them” instead) or coded words like “aggressive” or “nurturing.” Consider using text analyst tools to ensure you use inclusive language. 
Day 2: Review and update your DEIB statement
Regularly revisit and update your organization’s DEIB statement to reflect current goals and achievements. Make it concise, clear, and reflective of your commitment. Take inspiration from Adobe’s short, sweet, and spot-on ‘Adobe for All. ‘ Create a motto that encapsulates your organization’s DEIB ethos in simple, impactful words.
Day 3: Educate your workforce
Implement continuous DEIB training and education for all employees, including unconscious bias training, cultural competency workshops, and sessions on inclusive communication. Make these trainings regular and mandatory to ensure continuous learning and awareness.
Day 4: Set up ongoing DEIB surveys and feedback mechanisms
Establish a regular survey and feedback mechanism where employees can anonymously share their experiences and suggestions related to DEIB. This feedback should be reviewed and used to inform DEIB strategies and initiatives.
Day 5: Measure and track DEIB metrics
Once your organization has established clear DEIB goals and standards, regularly monitor and track your DEIB metrics, such as through employee surveys, focus groups, recruitment, and retention rates. Ensure results are transparently shared and communicated. Once specific areas for improvement have been identified, involve key stakeholders and hold them accountable for progress by incorporating DEIB goals into performance reviews.
Day 6: Check in with your employee resource groups (ERGs)
Regularly engage with Employee Resource Groups (ERGs) to gain insights about experiences and opinions on workplace policies, culture, and DEIB initiatives. Include queries about what’s working well and what could be improved. Use these insights to adjust policies and practices to support diverse employee groups better.
Day 7: Focus on ‘culture add’ versus ‘culture fit’
Instead of an emphasis on how candidates and employees are a good ‘culture fit’ into your organizational culture, focus more on ‘culture add,’ their unique strengths, characteristics, and perspectives that would enhance your existing culture. Adjust your interview process to ensure questions address problem-solving, diverse experiences, and different ways of thinking. Focus on assessing the unique attributes candidates can bring to a role and work environment.
Day 8: Research niche job post boards
Expand your recruitment reach by posting job openings on niche job boards that cater to underrepresented groups, such as platforms for veterans, women in tech, LGBTQ+ professionals, people with disabilities, and specific ethnic communities. This can help diversify your candidate pool, especially since 86% of job seekers consider an employee’s reputation on DEI.
As part of your recruitment process, include diverse representations of your HR team, management, and employees. This approach can help to ensure there is a variety of perspectives and experiences to incorporate more inclusive hiring practices. Plus, it demonstrates your DEIB commitment, making your organization more attractive to diverse candidates.
Day 9: Review your recruitment process for potential bias
Develop an interview guide, including interview evaluation forms, for hiring managers that standardizes questions and evaluation criteria to minimize bias. This includes structured interview questions and a scoring system that focuses on the candidate’s skills and experience rather than subjective impressions.
Day 10: Promote mentorship and sponsorship programs
Create and promote mentorship and sponsorship programs within your organization to support the career advancement of underrepresented groups. Make sure that these programs are accessible and customized to meet the needs of diverse participants.
Nielsen’s MyMentor program matches mentors and mentees of all backgrounds across different functions, lines of business, and job grades for increased social connectedness, developmental learning, and culture building.
Day 11: Evaluate the inclusivity of remote and hybrid work policies
Assess how well your company’s flexible work policies, such as remote and hybrid work schedules, accommodate the diverse needs and life circumstances of different employee groups. Also, evaluate whether certain options may impact career advancement, inclusion, and belonging and ways to address barriers. Ensure there is a good range of communication and collaboration tools for remote and hybrid employees. Company-wide training on how to work across different flexible work arrangements can help bridge gaps.
Day 12: Consider neurodivergent employees
There are 70 million neurodivergent people in the U.S. alone, a group that possesses different learning and thinking differences, such as autism, ADHD, dyslexia, and social anxiety disorders. Since it may be a less visible trait, considering neurodiversity can increase the reach of your DEIB strategy. HR teams can help their organization make workplace adjustments such as quiet spaces, create multiple communication formats for easier processing of information, and provide neurodiversity training.
Day 13: Assess the diversity of external partners and suppliers
Look outside your organization to fulfill your DEI initiatives. Evaluate how much your external partners and supplier diversity reflect your DEIB goals. If your organization can make better progress in this area, work on implementing diversity programs that include more underrepresented groups. This prioritization can further bring new perspectives, ways of working, and innovation to your organization.
Day 14: Share a DEIB success story
Encourage employees and teams to share their personal reflections, achievements, and contributions – highlighting the impact of DEIB initiatives. HR can promote multiple communication channels on a specific day (or week), such as internal forums, intranet portals, team meetings, and social media channels. Consider having a digital hub of success stories like this one.
Day 15: Enhance accessibility in the workplace
Assess and improve physical and digital accessibility in your workplace. This includes ensuring that office spaces are accessible to people with disabilities incorporating wheelchair-accessible entrances, ergonomic furniture, and adaptive equipment. Digital resources must be usable by everyone, including those with visual or hearing impairments.
Provide screen reader compatibility, subtitles for videos, and alternative text for images to make all employees feel valued and able to contribute fully, regardless of their physical or sensory abilities.
Day 16: Involve employees in key business decisions
Including employees in decision-making can make them feel valued and integral to the company’s success. It can also make change management easier since employees have been involved throughout the change process. However, It’s best to be transparent about how final decisions will be made to avoid misunderstandings and disappointment.
By implementing these tips, you can make significant strides in enhancing DEIB in your workplace and creating a more inclusive, equitable, and productive organizational culture where everyone feels like they belong.
A final word
The DEIB landscape has its challenges. HR teams may have to find new ways to help their organizations approach DEIB initiatives differently to meet economic, political, and legislative pressures. However, the advantages of DEIB—employee engagement, innovation, and global competitiveness—are undeniable.
The 16 DEI tips of the day we’ve shared can help any organization build a more inclusive workplace. Start by selecting at least five and involving managers and teams to put them into action. Then continue working your way down the list!
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