Diversity, Equity, and Inclusion or DEI initiatives are no longer just nice to have. They are essential if you want to build a fair workplace like Google or Amazon. Younger employees, in particular, prefer to work for companies that take DEI seriously. They take it very seriously while job searching.
But beyond creating an inclusive environment, strong DEI practices also bring real business benefits. That is why many companies are already adopting DEI strategies in 2025. In this article, we will break down why DEI matters and how it benefits both employees and businesses. Plus, we will also break down the 9 practical DEI strategies that you can adopt to climb up the success ladder.
Benefits of DEI Initiatives for Companies and Employees
Studies show that companies with diverse leadership teams are 36% more likely to outperform their competitors in profitability. Yet, despite many businesses claiming to prioritize DEI, there’s often a gap between words and actions. One in five employees feel no one in their company is truly championing DEI, and 75% believe their workplace’s DEI programs don’t personally benefit them. Hence, such companies not only create a fairer workplace, they also gain a competitive edge. Here are some benefits of DEI initiatives for businesses and employees:
- Reduces hiring bias – When recruitment is free from bias, businesses can build diverse teams with fresh ideas. Diverse teams bring in new perspectives and innovate better. This same thing works wonders for employees too. A more inclusive hiring process also helps create a culture where different voices are heard. It leads to higher employee engagement.
- Boosts employee well-being & retention – DEI initiatives make employees feel respected, valued, and included. When people feel like they belong, they tend to be more productive and loyal. Additionally, wellness-focused DEI programs support mental health and reduce stress. They improve job satisfaction and overall customer relationships.
- Enhances employer brand & attracts talent – A strong DEI strategy positions your company as an employer of choice. It will make it easier for you to attract top talent. According to a CNBC survey, nearly 80% of employees say they want to work for a company that values DEI.
Top DEI Strategies For Companies
A company cannot improve DEI without knowing what employees experience. Regular surveys and discussions are the only way you can find out about problems. If you follow Chevron, you will know this. Chevron interviews employees about their workplace experiences. They share these stories online, making DEI efforts more visible and building trust. Here are some of the best DEI strategies in 2025 that companies can adopt to build a better world:
1. Diverse hiring practices
Companies need to attract and hire talent from underrepresented backgrounds. This means going beyond traditional recruitment methods. Many companies unknowingly follow hiring practices that favor certain groups. Changing this can bring better ideas and innovation.
Intel realized that its workforce did not fully reflect the diversity of its customers and the world. To fix this, they revamped hiring to bring in more women and people from underrepresented backgrounds. They also partnered with groups like the National Society of Black Engineers and attended job fairs focused on diverse talent.
2. Gender pay equity
Many companies unknowingly pay employees unfairly based on gender, race, or background. Fixing this builds trust and keeps employees motivated. Take Starbucks for example. By 2021, Starbucks achieved 100% pay equity for women and employees of color in the U.S. They removed salary history questions in hiring. They even started providing extra benefits like childcare and paid family leave. This is a very simple DEI strategy in 2025 but it has a very high ROI. The only thing you need to do is check salary data to find unfair pay gaps and set pay equity goals.
3. Set up mentorship programs
Mentors help employees grow. This is true for all employees, but particularly so for those coming from underrepresented backgrounds. Employees with high potential are not limited to gender, caste, nationality, and so on. A good mentorship program can immensely help employees polish themselves to bring out their best for the company.
Research shows that women of color with mentors are 81% more satisfied with their career growth. Companies with mentorship programs have happier employees who stay longer. Encourage mentorship at all levels. Encourage senior employees to guide and support diverse employees.
4. Train employees on DEI
DEI training for employees helps recognize bias and create a fair workplace. Training is one step companies largely forget. Training should be tailored for all levels – from new hires to executives. Your program should be well-built and to do that, you need to ask employees what DEI training they need. Then, develop training programs focusing on real challenges. But even then, lectures are boring and do not deliver as much results as interactive training does.
If you are looking for diversity, equity, and inclusivity training for employees, EducationNest can help you build a custom program for your specific workplace. They are the top corporate training providers in Delhi and offer customizable expert-led programs. This means your employees not only learn from the best but also give you high ROI.
5. Start Employee Resource Groups (ERGs)
ERGs bring together employees with shared backgrounds or interests. These groups create a sense of belonging. You might have heard this example of an employee resource group by a famous company. Estée Lauder has created 30+ ERGs with over 4,500 members. These groups are diverse and include women, parents, veterans, and many other communities.
These are a great way for companies to understand employee needs. Create ERGs for different employee groups and promote them during hiring and onboarding. Companies can also not forget about funding and support that are needed for ERG activities.
6. Financial Wellness Programs
Financial stress is a real challenge for many employees. But it is even more prevalent for underrepresented groups. The best DEI (Diversity, Equity, and Inclusion) initiatives should, thus, also extend into creating a workplace where all employees feel secure, not just physically or mentally, but financially too. Such a wellness program can help better manage their financial concerns. It can offer support in practical ways.
You can provide access to financial advisors, courses on budgeting and saving, or even include health savings accounts as part of your benefits package. Look over your existing benefits and compensation offerings. Can you improve them to better support your employees’ financial well-being? Survey employees about financial stress which is a good starting point.
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Conclusion
Creating a truly diverse, equitable, and inclusive workplace goes beyond just having the right policies in place. Companies like Salesforce have set a strong example in this field. In 2015, they were the first to conduct equal pay audits and pave the way. They formed task forces to tackle systemic issues head-on. Such efforts not only foster a culture of belonging but also drive long-term business success. Whether it is through diverse hiring practices, mentorship programs, or financial wellness initiatives, corporate DEI strategies have long proven their importance. From employee satisfaction and retention to seeing real productivity growth, the benefits are many.
If you are still doubting where to start, training your employees can be a great starting point. Many companies over the past decade have benefited from such online/offline corporate training programs on DEI, and we believe you will too. EducationNest is a leading provider in this space with expert-led courses on data analytics, cybersecurity, digital marketing, and many others. They have helped numerous companies boost the ROI of their training programs and can help you build a customizable program for your company too!
