19-05-2025
19 Ways Companies Can Adopt Genuinely Meaningful DEI Practices
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Diversity, equity and inclusion (DEI) efforts are under increasing scrutiny—especially when they appear superficial or insincere. To build lasting trust and drive real impact, companies must ensure that DEI initiatives are thoughtfully integrated into their culture and operations.
Authenticity, transparency and measurable actions are key to moving beyond tokenism. To help you achieve this, Forbes Human Resources Council members share practical strategies for ensuring your organization's DEI efforts are genuine, effective and sustainable.
Companies can avoid DEI initiatives being perceived as tokenistic by ensuring they are not. DEI should have measurable business goals and systemic policies and processes across its value chain. Without embedding DEI—or a concrete action plan to do so—in hiring, performance, promotion, compensation, customer services and supplier engagement, they should not engage in public DEI initiatives. - Hayley Bakker , beqom
To ensure DEI initiatives are genuine rather than performative, companies must commit to meaningful, long-term efforts that reflect their core values and objectives. DEI should not be a check-the-box exercise—instead, it must be deeply embedded in the organization's culture and practices, shaping policies, leadership decisions and everyday interactions. - Thalia Rodriguez , Tase Creative Solutions
Creating a diverse and inclusive workplace that works for everyone should never be placed into the separate "initiatives" box—it is a fundamental contributor to organizations delivering on their business outcomes. In my view, DEI practices are enablers for driving value for colleagues and consumers. To sidestep performative action, consider how DEI-related actions drive better business outcomes. - Charlotte Sweeney OBE , Charlotte Sweeney Associates (CSA) 4. Focus On DEI's Impact And Profitability
Organizations should focus on measurable impact and profitability to move beyond superficial DEI efforts. DEI must be integrated across all business functions, not in a separate initiative. Leadership should promote transparency and open communication about goals and track progress rigorously. This approach will ensure all employees feel valued and respected. - Kevin Walters , Top DEI Consulting 5. Focus On Making New Hires Feel Welcome
Stop relying on artificial metrics and overthought processes that feel robotic and focus on what would make a new hire actually feel welcome. For example, implement a policy that says two people doing the same job will always be paid within 10% of each other. DEI does not have to be complicated or feel unnatural. The test is that your people feel supported, respected and included. Listen to them to improve. - Jason Elkin , EQUALS TRUE
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify? 6. Transition DEI From HR To The C-Suite
DEI must transition from an HR initiative to a business priority led by the COO, CFO or CIO. Its success must be directly measured and rewarded, integrating it with leadership engagement, compensation and the ESG framework. We must shift our focus from visible representation to improving recruitment, retention and advancement policies and processes, preventing employee isolation. - Chandran Fernando , Matrix360 Inc. 7. Make DEI Part Of The Company's DNA
DEI needs to be part of the company's DNA and a value. If it is a strategy only, it is easy to shift focus to other, more important strategies and initiatives, cut budgets or reallocate resources. If it is a value and woven into how the company operates, then it is part of how decisions are made. Diversity of thought and experience becomes part of the DNA. - Oksana Lukash , People, Culture, You 8. Create An Inclusive Culture
DEI shouldn't be an initiative. Having an inclusive culture where everyone feels valued and that they belong should be foundational to your organization's mission, vision and values. There's lots of data that supports that DEI as a way of being and working drives business performance. It must be owned, championed and clarified by senior leadership to take root and thrive. - Meg Wheaton , Heidrick & Struggles 9. Commit To The Purpose
Companies must commit to the purpose of DEI and the ethical, cultural and business drivers that identified a very real need. Companies need all of their employees to be engaged, unafraid and fully participate in the company's goals. Start with a discussion about the company's goals and its talent philosophy to ensure that the system is built to support those goals. - Sonia Vora , Brytr Inc. 10. Don't Sideline DEI Into Workshops
DEI isn't a PR play—it's a performance driver. When it's sidelined into workshops and pledges, it feels tokenistic. When it shapes who gets hired, promoted and heard, it builds cultures where talent thrives. Inclusion isn't charity—it's strategy. Ditch the optics. Embed the outcomes. That's what an authentic culture and people who thrive in it expect. - Prithvi Singh Shergill , Tomorrow @entomo 11. Incorporate DEI Into Your Overall Strategy
The key is embedding DEI into business strategy, not side projects. Tie goals to measurable outcomes, involve leadership visibly and amplify diverse voices in decision-making. Authentic DEI is lived daily, not launched in campaigns. Transparency, accountability and action are what shift DEI from performative to powerful. - Ankita Singh , Relevance Lab 12. Rely On Your Mission Statement And Values
With the evolution of DEI that is taking place, organizations must approach their communications (both internal and external) thoughtfully. Return to mission statements and values as a guiding North Star. - Caitlin MacGregor , Plum 13. Embed DEI Organically Throughout The Employee Lifecycle
One factor that contributed to the backlash was that some initiatives came across as performative or tokenistic, such as DEI quotas. Focus instead on building sustainable infrastructure that supports diverse, inclusive experiences across the employee lifecycle—embedded organically in hiring, onboarding and throughout the entire employee lifecycle. - Shiran Danoch , Informed Decisions 14. Foster Unity, Respect And Understanding
DEI was never meant to be performative or tokenistic—many organizations utilized their programs as a way to infuse inclusion and collaboration as we returned to the new normal after Covid and several divisive events in the world. The idea is to have unity, respect and understanding for each other—irrespective of our differences. - Nakisha Dixon , Helios HR LLC 15. Make DEI Part Of Daily Operations
To avoid performative DEI, companies must embed equity into daily operations—hiring, leadership, pay and culture. Transparency, measurable goals and authentic storytelling from diverse voices build trust. DEI isn't a campaign—it's a commitment demonstrated through consistent, accountable actions. - CJ Eason , 16. Conduct External Audits
Conduct and publish frequent external audits. Make sure no country hires local nationals beyond a majority of their workforce. All the overseas international candidates should be asked to give feedback on their hiring process. Train all key leaders on DEI, what it means in today's world and its impact in various global scenarios. - Ashutosh Labroo , SuccessionIQ 17. Guide The Right Expertise To The Right Work
You don't need to lead with labels to effectively serve all talent communities. When organizations focus on guiding the right expertise to the right bodies of work—and ensure that all individuals, regardless of background, have access to opportunity—they naturally create more equitable and inclusive environments. - Britton Bloch , Navy Federal 18. Weave Inclusion Into Everything You Do
Want to avoid performative DEI? Do what you should've been doing all along: bake systemic inclusion into everything you do. Hiring, promotions, team norms and product design—make it part of the fabric of your company, not a press release. Real change doesn't need a spotlight. It just needs consistency. - Tracy Cote , Slickdeals 19. Avoid Superficial Actions And Standalone Efforts
To make DEI initiatives meaningful, companies must embed them into core business strategies, not treat them as standalone efforts. Avoid superficial actions like a one-off training or symbolic gestures and focus on systemic change. Transparent, authentic communication about efforts, challenges and progress builds trust, ensuring DEI isn't performative but a true commitment to inclusivity. - Stephanie Manzelli , Employ Inc.
