Diversity and Inclusion in the Workplace: benefits and strategies

In today’s evolving workplace, diversity, equity and inclusion (DEI) have moved far beyond buzzwords – they are now critical pillars of a strong and sustainable business strategy. Beyond simply meeting legal or ethical obligations, DEI focuses on building a workforce where people of all backgrounds feel valued, empowered, and able to contribute. Organisations that prioritise diversity and inclusion in the workplace benefit from higher employee engagement, greater innovation, and improved overall business performance. 

What is diversity, equity and inclusion?

Diversity, equity and inclusion (DEI) is a core principle in today’s workplace, essential for creating a healthy, dynamic, and productive work environment.

• Diversity is the representation of a wide range of traits and attributes among individuals, including, but not limited to, race, ethnicity, gender, age, religion, disability, and sexual orientation. It also encompasses diversity of thought, recognising the value of varied perspectives, ideas, and problem‑solving approaches.
• Equity refers to the fair treatment, access, opportunity, and advancement for all individuals. For example, it strives to identify and eliminate barriers that prevent full participation of groups with disabilities, special needs, single parent, and carers. Equity is also about recognising and addressing the specific needs and challenges of different individuals and groups to achieve fair outcomes.
• Inclusion is the deliberate act of creating an environment where all different kinds of people feel safe to voice their views, thrive, and succeed. 

What is an inclusive workplace?

An inclusive workplace, as defined by the ISO 30415 management system standard, requires a strong commitment to diversity and inclusion. This means addressing inequalities within organisational systems, policies, and practices, as well as recognising and mitigating both conscious and unconscious biases. It also involves valuing individual differences as assets that strengthen decision‑making and overall performance.

Benefits of Diversity in the workplace: why it is important

Organisations with a mature DEI culture experience a multitude of benefits that directly strengthen performance and long-term sustainability.

Recent research shows that companies who embrace and are committed to DEI are:

• 70% more likely to capture new markets
• 75% more likely to see ideas successfully become products, resulting in 19% higher innovation revenues
• More effective in decision-making, making better decisions 87% of the time
• More capable of solving complex business challenges

Furthermore, organisations with inclusive cultures are twice as likely to meet financial targets, three times as likely to be high performing, and eight times more likely to achieve stronger overall business outcomes.

Beyond measurable performance gains, embracing DEI enhances brand reputation, strengthens customer loyalty, and significantly improves an organisation’s ability to attract and retain top talent. 

Diversity and inclusion: pillars and types

Effective diversity and inclusion rests on several core pillars that enable meaningful and sustained implementation. To embed these principles, organisations should focus on the following elements:

• Strong leadership commitment: Success starts at the top, with leaders who actively champion inclusion and integrate it into the organisation’s strategy.
• Strategic alignment: Diversity and inclusion goals should be embedded in the overall business plan, ensuring alignment with organisational priorities.
• Awareness and capability building: Training programmes and targeted hiring initiatives help raise awareness and attract diverse talent.
• Inclusive culture and psychological safety: Creating a workplace where people from different cultural backgrounds feel respected, heard, and empowered to contribute fosters long-term engagement.
• Structured management system: Adopting a management system approach provides a consistent framework for implementation, monitoring, and continuous improvement.

Diversity and inclusion risk management: main strategies

Most organisations introduce diversity and inclusion initiatives in the workplace in an ad-hoc or reactive manner, often because it feels like ‘the right thing to do’. A structured approach built on recognised best-practice standards such as ISO 30415 provides an effective and sustainable approach to embedding D&I into overall business strategy and existing management systems, especially when supported by targeted training such as the DNV’s ISO 30415 Diversity & Inclusion course.

One of the key advantages of adopting an international standard is its global recognition and applicability across geographical and cultural contexts. As a guidance standard, ISO 30415 supports organisations in fulfilling their ongoing commitment to diversity and inclusion by helping them identify and address inequities within systems, policies, processes, and everyday practices.

For companies with a certified ISO management systems, the structure of ISO 30415 will feel familiar – making alignment and compliance more straightforward. Built on the common harmonised structure shared by all ISO standards, it provides a consistent framework for identifying and managing internal and external D&I‑related risks. This approach not only supports legal compliance but also enables companies to target improvement areas that strengthen organisational culture and enhance overall performance.

Crucially, ISO 30415 also requires organisations to maintain a cycle of continuous assessment and improvement, ensuring that D&I initiatives remain effective, responsive, and aligned with the evolving needs of both employees and the wider organisation.

Diversity and inclusion in the workplace: examples

Diversity and inclusion in the workplace can be expressed through a wide range of practices that enable organisations to create an environment where every employee feels valued, supported, and able to contribute to their fullest potential.

Managing diversity in the workplace can take many practical forms, including:

• Offering flexible work arrangements - such as adaptable schedules, remote work options, and part‑time roles - to support employees’ varied needs and lifestyles. 
• Broadening recruitment strategies to reach a more diverse pool of candidates and strengthen gender and cultural diversity in the workplace. This may include partnering with professional organisations that serve underrepresented groups, attending career fairs at minority‑serving institutions, and using inclusive language in job postings.
• Implementing diversity and inclusion training programmes and establishing Employee Resource Groups (ERGs) – voluntary, employee‑led groups that provide support, advocacy, networking, and mentorship. 
• Creating forums or platforms that encourage employees to share their experiences, perspectives, and insights to foster mutual understanding.
• Reflecting a commitment to diversity and inclusion in the company’s supplier networks by actively engaging small enterprises, minority‑owned businesses, and women‑owned businesses to ensure diversity across the supply chain.

In summary, DEI is increasingly seen as essential for business continuity. Research shows that diverse and inclusive companies are likely to outperform those who make diversity and inclusion less of a priority. Furthermore, a structured approach, guided by standards like ISO 30415, is an effective and sustainable approach to embedding D&I into overall business strategy.