1. Bigger talent pool

Casting a wider net in your hiring process — across backgrounds, ethnicities, generations, and experiences — doesn’t just look good on paper. It helps you find the right person for the job, not just the most obvious one.

Need proof? Delta Airlines credits a 10% boost in global market penetration in 2024 to its stronger focus on diversity and inclusion. Turns out, when your team better reflects the world outside your office walls, opportunities tend to follow.

2. Increased engagement and trust

When people feel included, they’re more likely to speak up, stay engaged, and go that extra inch (or mile) for their team. Inclusive workplaces also see fewer sick days and better overall well-being — probably because no one’s burning out trying to fit into a mold that doesn’t fit.

3. New perspectives and innovation

Bringing together different voices isn’t just good for culture — it’s good for problem-solving. Diverse teams are less prone to group thinking and more likely to find fresh, creative solutions. More angles = better ideas. Simple math.

4. Improved performance

Diversity is also a major performance driver. Companies with greater racial and ethnic diversity are 35% more likely to outperform their competitors. Because when your team sees things from more sides, they have everything they need to deliver results that actually land.

5. Stronger business results

At the end of the day, inclusion isn’t just the right thing to do — it’s the smart thing to do. It sharpens strategy, fuels innovation, and drives results. In fact, 71% of leaders with mature DEI strategies say they usually beat competitors to market. That’s not just good culture — that’s competitive advantage.

Challenges of workplace diversity and inclusion

Creating a diverse and inclusive workplace sounds great — until you actually try to do it. From big-picture strategy to everyday behavior, there’s a lot that can get in the way. Here are some common roadblocks:

• Leadership involvement: DEI can’t just live in HR. If leaders aren’t visibly backing it — with budget, accountability, and real commitment — progress fizzles fast. It takes senior voices asking hard questions and showing up, not just signing off.
• Measurement: A yearly survey isn’t enough. Our 2024 Engagement and Retention Report found only 25% of employees say their employer has asked for feedback on DEI. If you want the full picture, you need to listen continuously, dig into the data, and — most importantly — act on what you hear.
• Intervention and training: One workshop won’t shift the culture. People need real guidance on what inclusive behavior looks like — from how they hire to how they run meetings. Managers especially need tools, not just talking points, to lead inclusively.
• Silos: When teams stay in their own corners, inclusion suffers. Silos make it harder to share ideas, build trust, or see beyond your bubble. Breaking them down starts with connection — think recognition, shared wins, and cross-team collaboration.