The case for diversity, equity and inclusion (DEI) in the workplace has never been stronger. Recent global events have highlighted the social barriers which prevent historically underserved populations from gaining access to critical resources like education and equitable employment opportunities. And business leaders are now being challenged to take action within their companies to break down some of these barriers.

But the definition of diversity has shifted dramatically in recent years, extending far beyond a one-time initiative that human resources teams can cross off their to-do list. Well-intentioned leaders committed to advancing DEI continue to try and get a grasp of what a diverse, equitable, and inclusive workforce actually looks like.

At its most basic, workplace diversity means hiring employees of various gender identities, races, ages, ethnicities, sexualities, disabilities and educational and economic backgrounds. And at a higher level, workplace diversity means not only hiring but also including, uplifting and valuing all employees in a way that is tangible to them. The idea of diversity in the workplace is to get a variety of perspectives and ideas which will ultimately allow your organization to perform better.

Let’s explore how you can analyze and improve workplace diversity at your company.

Workplace diversity has a number of benefits that affect your company both at the individual and organizational levels.

From where you sit, it might be difficult to tell whether or not you have strong diversity in your organization. Here are some tell-tale signs to look for that indicate your diversity efforts need work.

Recognizing a lack of diversity in your organization is just the first step. Here are a few ways you, as a leader, can work to improve it.

Explore more: Advancing diversity in the workplace starts from the top down. Learn what you need to make the business case for your strategy to your company leadership.

Big names across a variety of industries are already taking steps towards furthering diversity — and they’re getting recognized for it.

Technology giant Adobe is “built on the foundation that our people and how we treat one another are what make us a great company,” according to CEO Shantanu Narayen. And the company puts the work in to make that statement true. “Adobe for All” is its latest diversity initiative which empowers current and future employees through educational benefits, and a commitment to creating positive social change.

Another example is Aramark, the global leader in food services and facilities management. Despite already having a corporate tuition assistance program, Aramark was looking to expand its workforce education offering to better serve its diverse frontline employees, a majority of whom identify as people of color and/or women. The company launched its “Frontline Education Program” in October 2019 as a way to provide further access to education and meaningful career paths to all of its employees.

Here are some steps you should take to help advance diversity at your company.

Once you have your diversity initiatives set in motion, you have to have a plan for measuring their success. Here are some key high-level metrics that will help you keep track. 

A diverse, equitable and inclusive working environment has the power to change the lives of your employees and benefit every facet of your organization. And while it may be true that promoting diversity is a collective responsibility, corporations are in a uniquely capable position to drive change at scale and create a better future for their employees.

To learn more about how your organization can better support its underrepresented employees, download our e-book, How to advance DEI with skill-building.