Workplace Diversity and Inclusion Strategies

Workplace Diversity and Inclusion Strategies

Workplace diversity refers to the presence of differences in identity, experience, and perspective among employees, including race, gender, age, disability, culture, and cognitive style. Inclusion is the practice of creating environments where these differences translate into equitable participation, respect, and belonging. Together, they form a strategic priority for organizations aiming to reflect global markets and leverage varied human capital.

Research shows companies with above-average diversity in leadership teams report 19% higher innovation revenue and 21% greater profitability compared to industry peers. Teams with inclusive practices make better decisions 87% faster than non-diverse groups, directly impacting operational efficiency and financial performance. These outcomes align with industrial-organizational psychology’s focus on optimizing workplace behavior, systems, and outcomes through evidence-based methods.

This resource explains how to design, implement, and measure diversity and inclusion strategies using principles rooted in I-O psychology. You’ll learn how bias mitigation frameworks improve hiring fairness, why psychological safety drives team collaboration, and which metrics reliably track inclusion progress. Case studies demonstrate interventions like structured interviews, inclusive leadership training, and employee resource group optimization.

For online I-O psychology students, this knowledge bridges theory and practice in modern work contexts. Digital-first organizations require strategies addressing remote team dynamics, cross-cultural communication in global workforces, and algorithmic bias in HR technologies. You’ll gain tools to diagnose systemic barriers, adapt interventions for hybrid environments, and quantify ROI on inclusion initiatives—skills critical for roles in HR analytics, organizational development, and workforce consulting. The article prepares you to translate psychological research into scalable solutions that meet today’s ethical, legal, and operational demands.

Foundations of Workplace Diversity and Inclusion

Workplace diversity and inclusion (D&I) form the backbone of modern organizational effectiveness. This section clarifies core definitions, demonstrates measurable business benefits, and explains psychological frameworks that validate D&I strategies. You’ll gain actionable insights to evaluate or design initiatives that align with evidence-based practices in industrial-organizational psychology.

Defining Diversity vs. Inclusion: Key Differences

Diversity and inclusion are distinct but interdependent concepts. Diversity refers to the presence of differences within a group, including but not limited to:

• Demographic factors: race, gender, age, ethnicity
• Cognitive differences: problem-solving approaches, learning styles
• Experiential backgrounds: education, career history, cultural exposure

Inclusion measures how well an organization leverages those differences to create equitable participation. It focuses on:

• Psychological safety: employees feel respected and heard
• Resource accessibility: equitable opportunities for growth and decision-making
• Systemic fairness: policies that reduce unconscious bias in workflows

A diverse workforce does not automatically drive better outcomes. Without inclusion, diversity can lead to tokenism, communication breakdowns, or disengagement. For example, hiring employees from underrepresented groups but excluding them from leadership discussions undermines potential benefits.

Business Case: 35% Higher Performance in Diverse Teams

Teams with high diversity and inclusion levels outperform homogeneous groups by 35% in productivity and innovation metrics. This performance gap stems from three factors:

1. Broader perspectives: Diverse teams identify blind spots in problem-solving and generate 19% more revenue through innovation.
2. Enhanced decision-making: Groups with varied backgrounds make decisions twice as fast with half the meetings, reducing operational bottlenecks.
3. Talent retention: Inclusive workplaces report 30% lower turnover rates, cutting recruitment and training costs.

Organizations with strong D&I practices also see improved customer satisfaction. Teams reflecting customer demographics are 70% more likely to capture new markets. For instance, a tech company with gender-diverse engineering teams develops products that address usability issues overlooked by homogeneous teams.

Psychological Principles from SIOP Research

Industrial-organizational psychology identifies four frameworks that explain why D&I initiatives work:

Social Identity Theory
Individuals derive self-esteem from group membership. When organizations acknowledge and value multiple identities (e.g., parent, engineer, veteran), employees experience less role conflict and higher engagement.

Contact Hypothesis
Prejudice decreases when diverse groups collaborate under three conditions:

• Equal status among participants
• Shared goals requiring interdependence
• Institutional support for cooperation

Equity Theory
Employees compare their input-output ratios to peers. Perceived inequities in recognition, pay, or promotions trigger disengagement. Transparent D&I metrics (e.g., pay gap reports) build trust in organizational fairness.

Cognitive Diversity Framework
Teams with varied thinking styles outperform homogeneous groups in complex tasks. For example, combining detail-oriented planners with big-picture strategists accelerates product development cycles by 22%.

Applying these principles requires intentional design. Mandatory diversity training alone has limited impact. Effective strategies integrate D&I into performance evaluations, team-building rituals, and leadership pipelines. Track progress through metrics like promotion rates by demographic group or employee sentiment analysis in pulse surveys.

To maximize results, align D&I initiatives with organizational goals. A healthcare provider might prioritize reducing racial bias in patient care, while a software firm could focus on gender parity in technical roles. Use psychological frameworks to diagnose barriers and select interventions with the highest evidence-based ROI.

Assessing Organizational Readiness for D&I

Before implementing diversity and inclusion initiatives, you need a clear picture of your organization’s current state. This requires structured evaluation methods to identify cultural strengths, systemic gaps, and areas requiring immediate intervention. Below are three systematic approaches to assess readiness.

Conducting Diversity Audits Using SIOP Frameworks

A diversity audit evaluates policies, practices, and employee experiences through an evidence-based lens. SIOP frameworks provide standardized methods to measure inclusion metrics aligned with organizational psychology principles.

Start by defining audit objectives: Are you assessing hiring practices, promotion equity, or day-to-day employee interactions? Use mixed-method data collection:

• Quantitative data: Analyze demographic statistics across roles, departments, and leadership levels. Track retention rates, pay gaps, and promotion timelines.
• Qualitative data: Conduct structured interviews or focus groups to capture employee perceptions of fairness, belonging, and barriers to advancement.

Leverage SIOP tools like climate surveys or behavioral observation checklists to standardize assessments. For example, use a 5-point Likert scale to measure agreement with statements like “My contributions are valued equally regardless of background.” Cross-reference findings with HR records to verify alignment between reported experiences and tangible outcomes.

Post-audit, prioritize gaps using a risk-impact matrix. Address high-risk issues like discriminatory policies first, then focus on systemic changes such as bias mitigation in performance reviews.

Analyzing Employee Survey Data Effectively

Surveys provide direct insights into workforce sentiment, but poor analysis leads to flawed conclusions. Use these strategies:

1. Segment data by demographics: Compare responses across gender, race, age, and tenure groups. Look for patterns—for example, if employees from underrepresented groups report lower satisfaction with leadership opportunities.
2. Identify response rate thresholds: Discard results from demographic groups with participation below 20% to avoid skewed interpretations.
3. Use sentiment analysis tools: Apply text analytics to open-ended responses. Flag recurring themes like “lack of mentorship” or “unfair workload distribution.”

Avoid generic engagement surveys. Instead, deploy instruments specifically measuring inclusion factors:

• Perceived equity in resource allocation
• Comfort reporting discrimination
• Transparency in decision-making processes

Cross-tabulate survey data with operational metrics. If exit interviews cite “limited growth opportunities” as a top reason for leaving, check whether survey responses from marginalized groups echo this concern. Update surveys annually to track progress and isolate initiative impacts.

Benchmarking Against Industry Standards

Comparing your organization’s D&I performance to industry peers highlights competitive weaknesses and establishes realistic goals. Use widely recognized benchmarks like those derived from McKinsey’s longitudinal studies on diversity outcomes.

Focus on key performance indicators:

• Representation ratios of underrepresented groups in leadership vs. entry-level roles
• Inclusion index scores relative to sector averages
• Diversity-linked retention rates

Collect external data through industry reports, professional associations, or partnerships with research firms. If your sector averages 35% female leadership representation and your organization is at 18%, this gap signals a need for structural changes in talent development.

Benchmarking also reveals best practices. If top-performing competitors use sponsorship programs for minority employees, test similar initiatives on a small scale. Adjust goals based on sector-specific challenges—for example, tech companies may prioritize gender parity, while healthcare organizations focus on racial equity.

Update benchmarks every two years to account for shifting industry norms. Pair quantitative comparisons with qualitative insights from cross-company roundtables or consortiums to contextualize data.

Implementing Effective D&I Strategies

Effective diversity and inclusion strategies require deliberate design, consistent execution, and measurable outcomes. This section provides actionable methods to address recruitment, retention, and leadership development—three areas where Industrial-Organizational Psychology principles directly impact organizational success.

Bias-Free Hiring Practices with Structured Interviews

Structured interviews reduce unconscious bias by standardizing candidate evaluations. Replace open-ended or situational questions with behaviorally anchored rating scales (BARS) that assess specific competencies tied to job requirements. Follow these steps:

1. Define job-specific criteria before posting the role. Identify 4-6 core skills or behaviors required for success (e.g., conflict resolution for team leads).
2. Use identical questions for all candidates, phrased to elicit past behavior examples. For example: “Describe a time you resolved a disagreement between coworkers.”
3. Train interviewers to score responses objectively. Create a rubric with clear benchmarks (e.g., “Candidate provided a detailed example of mediating a conflict” = 4/5).
4. Conduct panel interviews with diverse evaluators to minimize individual rater bias.

Avoid asking about personal backgrounds, hobbies, or non-job-related experiences. Tools like blind resume screening (removing names, schools, or gender indicators) further reduce bias in early hiring stages. Track metrics like demographic representation at each hiring phase to identify gaps.

Inclusive Leadership Training Programs

Leaders directly shape team culture, but many lack the skills to manage diverse groups effectively. Build training programs that focus on:

• Self-awareness: Use assessments to help leaders identify blind spots in communication styles or decision-making patterns.
• Cultural competence: Teach strategies for recognizing and adapting to different communication norms, conflict-resolution preferences, and feedback styles.
• Accountability: Require leaders to set specific D&I goals (e.g., “Increase participation in mentorship programs by 20%”).

Include modules on:

• Active listening techniques (paraphrasing, validating emotions)
• Addressing microaggressions through clear, non-punitive intervention scripts
• Delegating high-visibility projects equitably across team members

Measure program effectiveness through 360-degree feedback, retention rates for underrepresented employees, and pre/post-training surveys on psychological safety.

Creating Employee Resource Groups

Employee Resource Groups (ERGs) strengthen retention by fostering belonging and providing peer support. To maximize impact:

1. Define clear objectives for each group. Examples:
   
   • Career development for women in technical roles
   • Mental health advocacy for remote workers
   • Cultural awareness initiatives for global teams
2. Provide budget and leadership access. ERGs need resources for events, training, or external speakers. Assign an executive sponsor to advocate for group proposals.
3. Align ERG activities with organizational goals. A group focused on neurodiversity might partner with HR to improve onboarding processes for employees with autism.

Avoid making ERGs responsible for solving systemic issues without authority. Instead, position them as advisors to leadership. Track participation rates, employee satisfaction scores, and promotions among ERG members to assess long-term value.

Integrate these strategies into existing workflows to avoid treating D&I as separate from core business operations. For example, include structured interview training in manager onboarding programs, or tie leadership bonuses to progress on inclusivity metrics. Regular audits of promotion rates, pay equity, and turnover by demographic group will highlight areas needing adjustment. Focus on creating systems that sustain equitable outcomes even as workforce demographics or business priorities shift.

Step-by-Step Guide to Launching D&I Initiatives

This section outlines a structured process to implement diversity and inclusion initiatives in workplace settings. Focus on aligning stakeholders, testing interventions, and scaling programs with measurable outcomes.

Phase 1: Stakeholder Alignment and Goal Setting

Begin by securing buy-in from key stakeholders to ensure long-term commitment.

1. Identify stakeholders

   • Map decision-makers (executives, HR leaders), influencers (managers, employee resource group leads), and affected groups (employees from underrepresented demographics).
   • Schedule meetings to clarify roles, expectations, and potential barriers.

2. Conduct a needs assessment

   • Use anonymous surveys, focus groups, or existing HR data to identify gaps in representation, equity, or inclusion.
   • Prioritize issues with the greatest impact on employee experience and organizational performance.

3. Define SMART goals

   • Create goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. Examples:
     
     • Increase representation of women in leadership roles by 15% within 18 months.
     • Reduce bias incidents reported in employee surveys by 25% in one year.
   • Align goals with business outcomes, such as retention rates or team productivity metrics.

4. Establish a D&I task force

   • Include members from diverse roles, levels, and backgrounds to oversee initiative design and implementation.
   • Assign clear responsibilities: one subgroup for training, another for data analysis, and a third for communications.

Phase 2: Pilot Program Development

Test interventions in a controlled environment to refine strategies before full implementation.

1. Select a pilot group

   • Choose a department or team that reflects the organization’s diversity and has leadership support.
   • Avoid groups with high turnover or ongoing restructuring to minimize confounding variables.

2. Design the pilot program

   • Develop interventions targeting specific goals. Examples:
     
     • Unconscious bias training for hiring managers.
     • Mentorship programs pairing junior employees from underrepresented groups with senior leaders.
   • Set a timeline (e.g., 3–6 months) and define success metrics like participation rates or pre/post-training assessments.

3. Assign roles and resources

   • Designate a pilot coordinator to manage logistics and communication.
   • Allocate budget for tools like training platforms or external consultants.

4. Run the pilot and gather feedback

   • Track quantitative data (e.g., survey scores, promotion rates within the pilot group).
   • Collect qualitative feedback through post-pilot interviews or open-ended survey questions.
   • Adjust program elements based on results. For example, shorten training modules if completion rates are low.

Phase 3: Organization-Wide Rollout and Metrics Tracking

Scale the refined program while maintaining accountability through continuous measurement.

1. Communicate the rollout plan

   • Use multiple channels (emails, town halls, intranet) to explain the initiative’s purpose, benefits, and expectations.
   • Train managers to address team-specific questions or concerns.

2. Implement across departments

   • Adapt the pilot program for different teams. Example: Adjust mentorship pairings for remote employees.
   • Provide resources like FAQs or drop-in sessions to support adoption.

3. Track metrics in real time

   • Monitor participation rates, demographic shifts, and employee sentiment via quarterly pulse surveys.
   • Use industrial-organizational psychology methods like regression analysis to isolate the initiative’s impact from external factors.

4. Analyze results and iterate

   • Compare outcomes to baseline data from Phase 1 to assess progress toward goals.
   • Publish transparent reports for stakeholders, highlighting successes and areas for improvement.
   • Update programs annually based on new data, emerging best practices, or organizational changes.

Focus on sustainability by integrating D&I metrics into performance reviews for leaders and tying executive bonuses to long-term goals. Address resistance promptly through targeted education or policy adjustments.

Technology Solutions for D&I Management

Technology provides measurable frameworks for implementing diversity and inclusion initiatives at scale. These tools help you address systemic biases, track progress objectively, and deliver standardized training that aligns with industrial-organizational psychology principles. Below are three critical categories of D&I technology used in modern workplaces.

AI-Powered Recruitment Tools Reducing Bias

AI-driven recruitment platforms minimize human bias during hiring by standardizing candidate evaluation. These systems use predefined criteria to assess applicants, prioritizing skills and qualifications over demographic factors.

Key features include:

• Anonymized resume screening that hides names, photos, and other identifiers
• Structured interview formats with standardized questions scored by machine learning models
• Skills-based assessments that predict job performance using psychometric data
• Bias detection algorithms that flag discriminatory language in job descriptions

These tools require calibration to avoid inheriting historical biases from past hiring data. Regular audits of AI decision patterns ensure the system doesn’t favor specific demographics. You maintain control over final hiring decisions—AI serves as a advisory layer, not a replacement for human judgment.

Most platforms integrate with existing applicant tracking systems (ATS), allowing seamless adoption without overhauling your HR infrastructure.

Inclusion Analytics Dashboards

Data-driven dashboards quantify D&I progress across recruitment, retention, and leadership pipelines. They track metrics like promotion rates by demographic group, pay equity gaps, and employee sentiment trends.

Effective dashboards provide:

• Real-time demographic breakdowns of teams, departments, and leadership roles
• Predictive analytics identifying attrition risks in underrepresented groups
• Sentiment analysis from employee surveys and communication platforms
• Benchmarking against industry standards for diversity representation

You configure these tools to monitor custom metrics relevant to your organization’s D&I goals. For example, tracking participation rates in mentorship programs among minority employees or measuring cross-departmental collaboration patterns.

Privacy safeguards are critical. Ensure the platform anonymizes individual data and complies with regulations like GDPR or EEOC guidelines.

SIOP-Approved Training Modules

Training platforms endorsed by the Society for Industrial and Organizational Psychology (SIOP) deliver evidence-based D&I education. These modules focus on behavior change rather than awareness alone, using psychological principles to reduce bias in decision-making.

Core components of validated training systems:

• Interactive bias simulations where users make real-time decisions in virtual scenarios
• Microlearning formats that deliver 5-10 minute lessons on specific topics like inclusive feedback or equitable delegation
• Skill reinforcement tools like chatbots that prompt managers to apply inclusive practices during team meetings
• Pre/post assessments measuring changes in knowledge and self-reported behaviors

SIOP-approved content avoids generic diversity training clichés. Instead, it targets specific organizational roles:

1. Manager modules focus on equitable performance evaluations and conflict resolution
2. Employee modules address bystander intervention and microaggression recognition
3. Leadership modules tie D&I outcomes to business metrics like innovation cycles

Look for platforms offering certification tracking to document compliance and skill development across teams.

Implementation Strategy
Start by mapping your D&I pain points to these technologies:

1. Use AI recruitment tools if biased hiring is a primary concern
2. Deploy analytics dashboards if leadership needs hard metrics to justify D&I investments
3. Adopt SIOP training if employee surveys reveal knowledge gaps in inclusive practices

Prioritize tools that generate audit-ready reports. This simplifies compliance reviews and demonstrates ROI to stakeholders. Avoid platforms that operate in isolation—integration with your HRIS, LMS, and performance management systems ensures cohesive data flow.

Regularly update algorithms and training content to reflect current research. D&I technology evolves quickly, and outdated systems can inadvertently reinforce the biases they aim to eliminate.

Addressing Common Implementation Challenges

Implementing workplace diversity and inclusion strategies requires anticipating obstacles that can derail progress. Resistance from leadership, fading momentum after launch, and legal risks represent three critical barriers. This section provides actionable solutions to address these challenges effectively.

Overcoming Leadership Resistance

Leadership resistance often stems from two sources: misunderstanding the business value of D&I initiatives or perceived threats to existing power structures. To counter this, focus on aligning diversity goals with measurable organizational outcomes.

1. Present data-driven arguments linking diverse teams to improved innovation, decision-making, and financial performance. Use industry-specific benchmarks to demonstrate competitive advantages.
2. Reframe D&I as a leadership competency by integrating it into executive performance metrics. Tie bonuses or promotions to achieving diversity targets.
3. Create peer accountability networks where leaders share progress updates and problem-solve challenges collectively. This reduces deflection of responsibility and normalizes D&I as a shared priority.

Avoid framing resistance as intentional opposition. Instead, identify gaps in knowledge or resources that prevent leaders from engaging fully. Offer targeted training on unconscious bias or inclusive leadership practices to bridge these gaps.

Maintaining Momentum Beyond Initial Launch

Many organizations fail to sustain D&I efforts after initial enthusiasm fades. To prevent this:

• Embed D&I into existing workflows instead of treating it as a standalone initiative. Examples:
  
  • Require diverse candidate slates for all hiring panels
  • Include inclusion metrics in quarterly business reviews
  • Audit promotion processes annually for equity gaps
• Establish clear KPIs like retention rates for underrepresented groups, pay equity ratios, or employee survey scores on psychological safety. Track these metrics quarterly.
• Delegate ownership to mid-level managers by providing toolkits for inclusive team practices. Examples include structured meeting formats to amplify marginalized voices or guidelines for equitable task distribution.

Build feedback loops to detect stagnation. Conduct pulse surveys every six months to assess whether employees perceive meaningful progress. Publicly share results—both successes and areas needing improvement—to maintain transparency.

Legal Compliance Considerations

D&I initiatives must operate within anti-discrimination laws while still driving systemic change. Balance proactive inclusion efforts with legal safeguards:

1. Avoid quota systems that mandate specific demographic percentages in hiring or promotions. Instead, set aspirational goals paired with structured processes to reduce bias (e.g., blind resume reviews).
2. Standardize policies across all locations to prevent regional inconsistencies. For example, remote work accommodations or parental leave policies should apply uniformly unless local laws dictate otherwise.
3. Train HR teams on intersectional compliance issues, such as accommodating religious practices while maintaining workplace safety, or addressing harassment in hybrid work environments.

Regularly audit policies with three questions:

• Does this practice disproportionately exclude any protected group?
• Can we defend this process as job-related and consistent with business necessity?
• Are alternative approaches available that achieve the same goal with fewer barriers?

Document every decision-making process related to hiring, promotions, and compensation. This creates a defensible record if legal challenges arise.

Focus on preventative measures rather than reactive damage control. For example, implement bystander intervention training to reduce harassment incidents instead of solely relying on post-incident investigations.

By addressing these challenges head-on, you build D&I strategies that withstand internal skepticism, operational inertia, and legal scrutiny. The goal is to create systems where diversity and inclusion become self-reinforcing components of organizational culture.

Measuring Long-Term Impact and ROI

To build effective diversity and inclusion strategies, you need concrete methods to quantify their psychological and business value. Success isn’t measured solely through short-term participation rates or satisfaction surveys—it requires tracking how diversity drives innovation, retains talent, and directly impacts financial outcomes. These three metrics create a framework for evaluating whether your initiatives deliver tangible returns.

Tracking Innovation Rates in Diverse Teams

Diverse teams consistently outperform homogeneous groups in generating market-ready ideas. Teams with varied cognitive frameworks solve complex problems 50% faster and capture 70% more new markets compared to less diverse groups. This advantage stems from multiple perspectives challenging assumptions and identifying gaps in traditional approaches.

You can measure innovation impact using three key indicators:

• Time-to-market for new products/services
• Patent filings or proprietary solutions developed per quarter
• Revenue from products launched within the past 24 months

Cognitive diversity directly correlates with reduced echo chamber effects. Teams lacking demographic and experiential variety often recycle existing ideas, leading to incremental improvements rather than disruptive innovations. To avoid stagnation, track how diversity initiatives influence idea generation pipelines. For example, organizations using cross-functional teams with balanced gender, ethnic, and age representation report 2.3x higher success rates in first-to-market product launches.

Employee Retention Improvements

Inclusive workplaces reduce annual employee turnover by up to 31%. Employees who perceive their organization as equitable are 42% more likely to stay beyond three years. Retention metrics provide a direct line of sight into whether diversity programs foster psychological safety and career mobility.

Focus on three retention indicators:

• Voluntary turnover rates among underrepresented groups
• Promotion rates across demographics
• Exit interview data highlighting inclusion-related concerns

Turnover costs typically equal 1.5-2x an employee’s salary, making retention a critical ROI factor. For example, reducing attrition by 10% in a 1,000-person company can save $2.6 million annually. Retention gains also compound over time—experienced employees contribute 25-40% more productivity than new hires during their first year.

Financial Performance Correlation

Companies in the top quartile for ethnic and gender diversity are 25% more likely to achieve above-average profitability. This correlation holds across industries, with revenue growth rates 3.5x higher in organizations where leadership teams reflect demographic diversity.

To connect diversity initiatives to financial outcomes, analyze:

• EBITDA margins before and after implementing inclusion programs
• Market share growth in diverse customer segments
• Revenue per employee relative to industry benchmarks

Diverse leadership teams make faster, higher-quality decisions 87% of the time, directly impacting profitability. They’re also 1.7x more likely to identify unmet customer needs in multicultural markets. Track financial metrics quarterly alongside diversity data to identify patterns. For instance, organizations that increased gender diversity by 20% saw a 9% revenue boost within two years.

Use longitudinal studies spanning 3-5 years to isolate diversity’s impact from external variables. Compare performance against competitors with similar market positions but lower diversity scores. This approach clarifies whether your initiatives drive measurable financial gains or merely align with industry trends.

Bold key metrics in reports to stakeholders, and prioritize data transparency. Avoid conflating correlation with causation—use controlled experiments to test how specific diversity interventions influence outcomes. For example, rotate team compositions during product development cycles and measure differences in innovation output.

By anchoring diversity strategies to innovation rates, retention, and financial performance, you create a self-sustaining cycle: proven ROI justifies further investment, which amplifies long-term competitive advantages.

Key Takeaways

Here's what you need to remember about workplace diversity and inclusion:

• Build diverse teams intentionally – teams with varied backgrounds outperform competitors by 35% and enter new markets 70% more often
• Use data-driven systems, not just goodwill: conduct structured audits with workforce analytics tools, integrate inclusion metrics into performance reviews, and hold leaders accountable for progress
• Set specific targets like increasing underrepresented talent in leadership by 20% within 18 months, then adapt tactics quarterly based on retention data and employee surveys

Next steps: Audit your current hiring pipelines and promotion rates within the next 30 days using standardized diversity scorecards.

Sources

• Society for Industrial and Organizational Psychology - The premier ...
• Diversity in the workplace statistics to know this year - InStride
• The Power Of Diversity And Inclusion: Driving Innovation And Success
• Diversity matters even more: The case for holistic impact