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Examples of DEI in the Workplace
Sophie Mason
September 2024
As someone who has lived through the challenges of balancing diversity, equity, and inclusion (DEI) both in my personal life and as a leader, I’ve witnessed firsthand how meaningful DEI initiatives can transform workplaces.
At ThinkEDI, we’ve worked with numerous organizations to embed DEI into their company culture, and the results speak for themselves. Below, I’ll share five real-life examples of how DEI has been used to the advantage of businesses, along with some statistics that back up the power of inclusion.
1. Inclusive Recruitment Practices Lead to Better Talent Retention
One company we worked with struggled with high employee turnover, particularly among employees from underrepresented groups.
By revamping their recruitment process to remove unconscious bias—implementing blind recruitment, diverse interview panels, and outreach to a broader talent pool—they saw a notable difference. Within a year, the company’s retention rate among diverse employees improved by 20%.
This aligns with data from the Harvard Business Review, which found that inclusive companies are 1.7 times more likely to be innovation leaders in their market and experience 22% lower turnover rates in comparison to companies lacking DEI initiatives. Inclusion starts with recruitment, but the lasting effects ripple through the organization.
![[Image description: Yellow paper with a ripped middle revealing the words Diversity Equity Inclusion.]](https://static.wixstatic.com/media/092a03_1f20a4e8f59a454f90ad3a366677c4dd~mv2.png/v1/fill/w_980,h_693,al_c,q_90,usm_0.66_1.00_0.01,enc_auto/ENCG%20AND%20ATE%20FLYER%20(6).png)
[Image description: Yellow paper with a ripped middle revealing the words Diversity Equity Inclusion.]
2. Diverse Leadership Improves Decision-Making
During my time as an Organizational Development Manager, I had the opportunity to work with a firm that was struggling with product innovation.
After conducting an internal assessment, it became clear that their leadership team lacked diversity, which led to limited perspectives in decision-making. The firm made a strategic decision to appoint more diverse leaders and implement a mentorship program to foster underrepresented talent into leadership roles. Within 18 months, they saw a 35% increase in revenue from new product lines.
Research by McKinsey & Company supports this, showing that companies with more diverse executive teams are 33% more likely to outperform their peers on profitability. Diverse leadership brings varied viewpoints to the table, leading to more well-rounded decisions.
3. Inclusive Policies Foster Innovation
Another client of ThinkEDI, a tech start-up, was eager to scale but found themselves stuck in a cycle of stagnant growth.
After an assessment, we found that their workplace policies were unintentionally exclusive, particularly for women and caregivers. We helped them introduce flexible working hours, remote work options, and parental leave that applied to all employees.
Employee satisfaction soared, and within two years, they had developed three groundbreaking products that took their market by storm.
A study by Deloitte shows that inclusive teams are six times more likely to innovate than non-inclusive teams. When people feel supported by policies that accommodate their needs, they are more likely to be engaged and motivated, driving creativity.
4. Cultural Competency Opens New Markets
A retail company I once consulted had been struggling to break into international markets, particularly in countries with different cultural practices. They quickly realized that their marketing strategies and product offerings weren’t resonating with local audiences.
By creating a more culturally diverse marketing team and engaging employees who understood the nuances of their target markets, they were able to triple their sales in one of their toughest markets within a year.
Accenture found that 62% of consumers want companies to stand up for the issues they care about, and brands that show cultural competence are more likely to connect with a global audience.
This experience made it clear that diverse teams bring a deeper understanding of different cultures, which in turn drives expansion and success in new markets.
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[Image description: On a table are several different diverse cut out representations of people. Behind are two hands.]
Examples of DEI in the Workplace
5. Equitable Work Environments Boost Employee Well-Being and Productivity
At ThinkEDI, we worked with an organization that was committed to diversity, but less focused on equity. Many of their employees felt that while they had equal opportunities, the systems in place didn’t take their individual circumstances into account.
We helped implement equity-driven policies, including career development programs for underrepresented groups and accommodations for employees with disabilities. Within two years, not only had their employee satisfaction increased by 30%, but their productivity had also shot up by 25%.
A study by Gartner shows that equitable organizations experience 20% higher performance and are 2.3 times more likely to capture top-tier talent. Providing fair and tailored support for employees helps create an environment where everyone can thrive.
Conclusion: DEI as a Strategic Advantage
Diversity, equity, and inclusion aren’t just buzzwords—they are key to building successful, innovative, and resilient companies.
These examples illustrate how DEI initiatives directly benefit business outcomes, from boosting retention and improving leadership decision-making to fostering innovation and expanding market reach.
As businesses continue to evolve, DEI will remain a core strategy for driving growth and long-term success.
The numbers don’t lie: companies that prioritize DEI outperform their peers and create workplaces where employees can truly thrive.
Think Equity Diversity Inclusion