How to make DE&I (Diversity, Equity & Inclusion) work at work

A Diversity Manager may not hold an official leadership position but can still make a significant impact. By raising awareness about DE&I, sharing important data, and keeping the conversation alive, this person makes the topic tangible and motivates colleagues.

The company’s leadership must actively commit to DE&I. Leaders are role models who demonstrate inclusion, for example, by assembling a diverse team or allocating budget to promote inclusivity.

Strong teams are those that rely on one another. By encouraging colleagues to collaborate more, they get to know each other better, and hidden biases can be eliminated.

Collect and analyse data to develop a clear DE&I strategy. This strategy should include concrete goals, actions, and methods for tracking progress, ensuring everyone knows what is expected of them.

DE&I should be more than just policy; it needs to come to life at every level of the organisation. Regular training sessions raise awareness, foster understanding, and – most importantly – help to break down biases.

Ensure a fair recruitment process that targets a diverse pool of candidates. Additionally, make sure that onboarding—often informal—includes a structured programme and formal mentorship. This provides everyone with equal opportunities and a stronger start.

Be open about the opportunities and challenges surrounding DE&I. Share what the organisation aims to change, the successes achieved, and what employees and candidates can expect in the future.