A diverse and inclusive work environment fosters equity, engagement, and long-term success. When employees from different cultures, experiences, and perspectives feel a sense of belonging, they contribute their best ideas, collaborate more effectively, and drive meaningful change. But building an inclusive culture and diverse team requires more than just good intentions. It takes deliberate action and ongoing commitment.
Below, we’ll explore how to promote diversity and inclusion in the workplace with nine practical strategies. Read on to find out how to help create an empowering environment for every team member.
What is a diverse and inclusive company culture?
Workplace inclusion creates an environment where all employees feel valued and empowered to contribute their ideas and talents. It goes beyond having a diverse workforce to ensure individuals from all backgrounds, ethnicities, and genders are actively included in decision-making, collaboration, and growth opportunities. In an inclusive workplace, team members feel free to express themselves without fearing bias or discrimination.
Workplace diversity is the presence of staff from various ethnicities, genders, religions, sexual orientations, and professional backgrounds within an organization. A diverse workforce brings different perspectives, ideas, and experiences that drive creativity and organization. However, without strong inclusion efforts, diversity alone doesn’t lead to a more equitable work environment.
Diversity and inclusion, also called diversity, equity, inclusion, and belonging, create a workplace that supports and empowers employees. Companies that embrace both build strong teams and drive better business outcomes. Prioritizing diverse hiring and inclusive leadership helps companies create a culture that supports respect and long-term success.
Defining a diversity and inclusion strategy
A diversity and inclusion (D&I) strategy is a structured plan that helps organizations create a more inclusive, diverse workplace. Rather than treating D&I as a one-time thing, businesses implement clear, long-term strategies to enhance equity and belonging. Here’s what goes into an effective D&I strategy:
Define a clear vision
It starts with an aspirational statement reflecting the company’s long-term commitment to an inclusive culture. This vision should answer essential questions: What does inclusivity look like within the organization? How does the company plan to embrace workplace diversity and create a culture of belonging? A well-defined vision sets the foundation for D&I initiatives.
Set measurable objectives
An inclusive workplace requires intentional action. Companies must define objectives that align with their overall business goals while ensuring diverse hiring, retention, and employee engagement improve over time. Objectives may include diverse talent in leadership, launching employee resource groups, and reducing hiring bias through initiatives like inclusive job descriptions and remote hiring.
Track progress with meaningful metrics
To drive real change with D&I, companies must use relevant metrics to track progress. Data-driven insights—like hiring and promotion rates across diverse backgrounds and representation in leadership roles—can highlight areas for improvement. Metrics hold teams accountable and help refine strategies for a more equal environment.
Allocate resources and establish accountability
Organizations must also allocate resources to support long-term initiatives. This includes setting a budget, appointing D&I leaders, and providing diversity training to managers and team members. Companies must also establish accountability structures to help leadership stay committed to creating a more inclusive culture. Regular progress reports and transparent communication help reinforce that diversity and inclusion are more than just buzzwords.
9 strategies to promote a diverse and inclusive workplace
Organizations can create lasting change with these nine D&I strategies:
1. Start at the top
D&I efforts are more effective when leadership dives in headfirst. When executives and managers prioritize diverse hiring, actively engage in these initiatives, and model inclusive behavior, it sets the tone for the entire workforce.
Leadership should participate in diversity training and hold themselves and other team members accountable. By making diversity a core business priority, leaders signal that creating an equitable work environment isn’t just a checkbox.
2. Use inclusive language
The words we use shape the way we interact in the workplace. Inclusive language ensures that all employees feel acknowledged and respected, regardless of gender, ethnicity, or sexual orientation. Simple changes, like using “team” instead of “guys” or “partner” instead of “husband/wife,” help create a work environment where no one feels excluded. Companies can also encourage employees to share their preferred pronouns and incorporate inclusive language into policies, communications, and meetings.
3. Remain open to change
A company’s D&I strategy should evolve as its workforce and industry shift. Organizations must continuously assess their policies, adjust outdated hiring practices, and refine their approach to inclusion.
For example, updating parental leave to include all caregivers, regardless of gender or family structure, helps ensure equitable benefits. Being open to change means regularly surveying employees, gathering feedback, and making adjustments that reflect the team’s needs.
4. Be transparent
Transparency builds trust and accountability. Companies that openly share workplace diversity data, D&I goals, and progress reports create cultures that include employees on the journey toward equity. Being honest about challenges and successes, whether through employee engagement reports, all-hands meetings, or published statements, demonstrates a clear commitment to diversity and inclusion. Leaders should also encourage team members to express their concerns and contribute their ideas for improvement.
5. Celebrate differences
Recognizing and celebrating unique perspectives and experiences within a workplace boosts employees’ feelings of belonging. This includes recognizing diverse holidays, highlighting cultural heritage months, and hosting events where employees can share their traditions. Encouraging cross-functional collaboration between individuals with different backgrounds strengthens teams.
6. Listen and learn
Building an inclusive culture requires companies to actively listen to their team members. Leadership should create multiple channels—like anonymous surveys and dedicated D&I Slack channels—where employees can voice concerns and suggest improvements. Companies must then take action on this feedback to show they value diverse perspectives and open dialogue.
7. Tackle unconscious bias
Unconscious bias—the automatic, unintentional judgments we make about others based on race, gender, and ethnicity—affects everything from hiring decisions to workplace interactions. Left unchecked, it can reinforce inequity and limit opportunities for underrepresented groups.
Organizations must integrate techniques to mitigate unconscious bias, like structured interviews and blind resume reviews, into their hiring process to ensure fair assessment. Additionally, providing diversity training helps employees recognize and counteract bias. A culture that actively reduces bias helps employees feel they can contribute confidently.
8. Integrate D&I into organizational principles
A company’s approach to D&I should be embedded in its core business values. This means aligning D&I efforts with hiring, promotion, and leadership development strategies.
Organizations should regularly evaluate policies at every level to ensure that they promote equity and diverse hiring. Incorporating diversity into leadership training and performance evaluations helps reinforce inclusive values and keeps D&I at the forefront of decision-making.
9. Invest in collaborative learning frameworks
A collaborative learning framework is an interactive approach where employees actively engage in shared learning experiences. Implementing these frameworks fosters an inclusive workplace by promoting mentorship programs, employee resource groups, and cross-functional teams that facilitate knowledge-sharing and career development. Structured learning initiatives, like peer coaching, integrate equity in the work environment by creating reciprocal relationships where team members at similar levels support each other’s professional growth, ensuring equal opportunities for development and advancement.
Foster workplace diversity and inclusion for global teams with Oyster
Creating an inclusive workplace isn’t just about hiring a diverse workforce. It’s about ensuring that every person, regardless of race, gender, ethnicity, sexual orientation, or background, has the opportunity to thrive. Companies that commit to diversity and inclusion improve workplace culture and help employees feel motivated.
At Oyster, we believe talent exists everywhere, and no one’s opportunities should be limited by geography, identity, or systemic barriers. We’ve made it our mission to help businesses build globally inclusive workplaces by making it easy to hire across borders without geographical limitations. Our global employment platform helps companies support diverse teams with equitable benefits, fair pay, and localized support, ensuring that every team member has the same opportunities no matter where they are.
True inclusion requires ongoing effort, but businesses can create empowering environments with the right tools and mindset. If you’re ready to build a more inclusive workforce, learn how Oyster’s strategic partnership can help.
About Oyster
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.
