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Diversity and Inclusion

Browse our free diversity and inclusion resources.

Step 1: We’ll help you gather feedback

Employees need a simple and confidential way to share the truth about their work experience with the leaders who can make a difference. Your engagement strategy is only as strong as the data you collect, so we take that off your plate.

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Step 2: We’ll help you discover insights.

A good survey will confirm a few hunches and uncover some blind spots, but expert data analysis will reveal the story beneath the surface. Trust your Employee Engagement Consultant to read between the lines.

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Step 3: We’ll help align your leadership team.

Even with clear insights, execution will fail if senior leaders aren’t aligned. Your Employee Engagement Consultant will present a 3rd party perspective on wins and risks to your entire leadership team so they walk away unified with clear action priorities.

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From executives to frontline managers, we ensure all leaders have the coaching and resources they need to take action within their own teams. You can’t do their job for them, but you can make it easier.

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Diversity and Inclusion

What are Diversity and Inclusion?

Diversity and Inclusion Definitions

Having diversity and inclusion in the workplace is talked about as being very important, but what do the two terms actually mean? Without understanding both of the terms, it can be difficult to make sure that they’re being handled effectively in any working environment. You don’t want to ignore the value that a diverse workforce can create, and you shouldn’t avoid including people who can enrich your company and its offerings to customers. But you also want to make sure the people you hire are a good fit for the job itself, and that they’re going to be able to do the work that’s offered to them. There may also be laws and regulations related to diversity equity and inclusion, such as Affirmative Action.

Diversity involves making sure that the people in your workplace are unique and different from another. They may come from different backgrounds and locations, races, or nationalities. They have different education and skill levels, and they aren’t all of the same gender. Naturally you need people who qualify to do the job, but they shouldn’t all look like carbon copies of one another. They need to be a diverse group to give your company the most value. Inclusion should also be practiced, which means that you’re choosing people from various groups and being open-minded about their differences. Including a wide range of thoughts and opinions can really help a company grow.

Benefits of Diversity and Inclusion

There are big benefits to diversity and inclusion. The biggest one is the number of people who can all work together to create something great for your company and provide meaningful interactions with your clients. You might not realize just how much your company can do until you focus on diversity and inclusion in the workplace and start seeing the value of that. When companies do that, they start to recognize how interesting and meaningful diverse interactions can be, and how much they can learn from including others who aren’t like them. It becomes a highly significant way to bring people together and build a company into something better and stronger.

There’s no reason to settle for anything less than an integrated and focused workforce made up of people with good ideas and a desire to move forward. To be successful at gaining all the benefits, though, it’s important for companies to consider diversity and inclusion training. That can start out with the simple question of what is diversity and inclusion, move into the diversity and inclusion definition, and then expand on how these areas can help a company grow and succeed. Good ideas can come from a unique group of people who all have different experiences, which is why choosing to have a mix of workers can provide a company with a higher level of value and success.

Another benefit of choosing a diverse workforce or including people who may be different is that they might spot a problem that your company wouldn’t think about otherwise. For example, someone from another culture may be able to point out that the colors chosen for the packaging of a product are a bad choice, or the translation into their language won’t be a good fit. The company might not have thought of that without the inclusion of a diverse group of people from other locations and cultures. Being able to address those issues before something hits the market can sometimes make or break a product launch or even an entire company, so including diverse people can have huge benefits for the short-term and long-term health of a company.

Improving Diversity and Inclusion

In order to improve these areas of a company, it’s a good idea to have an office of diversity and inclusion – especially if the company is large and there are a lot of employees that have to be considered. Smaller companies might not need this office, but a big company could have trouble keeping track of everyone if they don’t have a designated office or person to do those things. With designated people to look at the diversity and inclusion percentages or levels in the company, it’s easy to see where changes might need to be made in order to add value to the company and the experience of the employees, as well.

Diversity and inclusion activities are also a good way to improve these areas of a company. These activities are based on making sure people can interact with one another well, and that they get to know each other – both similarities and differences – so they can work together and make the company stronger and better from their interactions. There are diversity and inclusion best practices that can be used to build relationships between employees, and those should be practiced by any company that wants to become healthier and do more in the future. The world of business is becoming more global, and the diversity of the workforce is increasing. Companies need to stay up to date with the changes.

Having a diversity and inclusion statement is one of the best ways for a company to improve in these areas. They can show this statement to their employees for feedback, and people who may want to work at the company or do business with it can also see that the company is inclusive and interested in diversity. That could encourage quality people to apply to work at the company, and could also impress upon vendors and clients that the company is committed to working with different people and values them for their uniqueness. It can show that a company’s open-minded, which is important to a lot of people.

Diversity and Inclusion Survey

diversity and inclusion survey that starts with the question why is diversity and inclusion important and moves into whether employees think the company is doing a good job can help. Then the survey can explore what employees would like to see happen when it comes to these areas of the company, and the CEO action for diversity and inclusion can be addressed, too. If the CEO and other leaders in the company have a plan or are taking action to create a more diverse and inclusive workplace, are they doing it right? A survey can help them see where the employees are happy and where they’re concerned about what’s being done in the company.

The diversity and inclusion meaning that’s valuable to a company might not be the same as the meaning that’s valuable to a different company. Industries and companies have unique needs, and they don’t all require the same things. The employees who work for them may have different mindsets, as well. But the goal is to make sure the employees are getting what they need from their workplace, and that they feel as though the company is open to the right kinds of people working there to make the company better than it already is. A good diversity and inclusion strategy can help improve these areas, so the company can move forward and develop in ways that will keep it operating smoothly in the future.

Diversity and Inclusion Software

Diversity and inclusion in the workplace articles can provide good information about how to handle these areas in most companies. There are also software solutions to consider, that can help companies track their people and percentages. This software also has options for helping people learn about others and how to work together in ways that are valuable to everyone. Diversity and inclusion consulting can be an excellent way for companies to get the help and information they need so they can choose software that will provide them with the maximum level of benefit. With all the options for software that are offered today, companies can choose what works for them and use the right kind of software for their specific industry and needs.

For a company that’s serious about its diversity and inclusion initiatives, software that can help with inclusive diversity and team building is an excellent way for any company to move forward and start building something better than they already have. Whether you’re looking for a basic type of software or you’d rather have something much more custom for your company and employees, there are choices to consider and opportunities to create value and growth. When companies are diverse and inclusive, people are more likely to want to work with and for them, as well.

Diversity and Inclusion Strategies

A good diversity and inclusion policy should be part of the strategy of any company. By having an actual policy, it’s easier for people who want to work with the company to see what’s being offered by that company and what they can expect when they work there. In many cases, a person who’s different in some way might not feel comfortable applying for a particular company unless they know the company is interested in diversity and inclusion. Then they can have confidence that they could be welcomed to the company instead of turned away, and that can bring a better team to the company over time.

For any company that’s starting a diversity and inclusion program, employee feedback is a good strategy. What does the program need to have in it, and what should it look like? Where do changes need to be made to the current system, and what ideas do employees have for making those changes? By answering those questions and focusing on all the value that current employees can already provide, companies can improve their inclusion and diversity options for their present workforce and those who will come to the company in the future, as well.