10 Best Examples of Diversity, Equity, and Inclusion in the Workplace

Imagine walking into a workplace where every person feels welcomed, respected, and valued  no matter their background, identity, or abilities. That’s the power of Diversity, Equity, and Inclusion, or DEI. In today’s world, DEI isn’t just a buzzword; it’s a business necessity. Companies with strong DEI policies are more innovative, productive, and attract top talent.

I’m Riten, founder of Fueler, a platform that helps freelancers and professionals get hired through their work samples. Just like how presenting your portfolio correctly builds trust and credibility, companies must show their DEI efforts through real actions, not just words. In this article, I’ll share the best real-world examples of DEI in workplaces today. These examples show how businesses are transforming culture and helping every employee thrive.

Why Diversity, Equity, and Inclusion Matter

Before diving into examples, let’s quickly define the terms:

• Diversity means having a workforce with different backgrounds, races, genders, ages, abilities, and perspectives.
• Equity means ensuring everyone has fair access to opportunities and resources to succeed, recognizing that not everyone starts from the same place.
• Inclusion means creating an environment where everyone feels welcomed, respected, and able to contribute fully.

Companies that focus on DEI enjoy better employee satisfaction, more creative solutions, improved customer understanding, and higher profits. It’s about creating a workplace that reflects the real world and values every individual.

10 Best Examples of Diversity, Equity, and Inclusion in the Workplace

1. Salesforce: Equal Pay Commitment and Transparent Reporting

Salesforce has taken a bold stance on pay equity by conducting annual equal pay audits. These audits compare salaries across gender and racial groups to identify and fix any pay disparities. Beyond internal adjustments, Salesforce openly shares their findings with the public to maintain transparency and accountability. This approach not only motivates other companies to take pay equity seriously but also builds trust among employees, assuring them that compensation is fair and unbiased. Additionally, Salesforce invests in mentorship programs targeting underrepresented groups, which helps nurture diverse talent and prepares them for leadership roles.

2. Microsoft: Inclusive Hiring and Accessibility Initiatives

Microsoft is recognized globally for its commitment to creating an inclusive workforce, especially for people with disabilities. They have developed specialized hiring programs, like the Autism Hiring Program, which adapts interviews to better suit neurodiverse candidates, removing traditional barriers. Microsoft also invests heavily in workplace accessibility by providing adaptive technology such as eye-tracking devices, screen readers, and voice-controlled interfaces. This commitment allows employees with disabilities to work efficiently and comfortably. Their ongoing investments in accessibility software, like the Seeing AI app, also highlight their dedication beyond internal efforts — impacting society at large.

3. Starbucks: Building a Culture of Belonging

Starbucks has made significant efforts to create an inclusive environment where employees, called partners, feel a strong sense of belonging. They conduct regular unconscious bias training sessions designed to help employees recognize and overcome hidden prejudices. Starbucks also promotes open conversations about race, gender, and identity to encourage empathy and understanding among their workforce. Their supplier diversity program supports businesses owned by minorities and women, promoting economic inclusion. These efforts help foster a culture where diversity is not just accepted but celebrated, encouraging employees to bring their authentic selves to work.

4. Accenture: Setting DEI Goals and Holding Leaders Accountable

Accenture’s DEI strategy is robust and data-driven, featuring clear goals such as increasing the representation of women and minorities in leadership roles by specific percentages within set timelines. What sets Accenture apart is its accountability system — executive bonuses are tied directly to achieving these diversity targets. This financial incentive ensures that leadership remains focused on progress. The company also offers extensive training programs around cultural competence and allyship to build an inclusive culture. Regular, transparent reporting on DEI metrics helps maintain momentum and communicate progress internally and externally.

5. Etsy: Supporting Parents and Caregivers

Etsy understands that work-life balance and caregiving responsibilities are crucial to many employees’ success. They provide flexible working hours and options for remote work to accommodate various family needs. Their parental leave policies are generous, offering paid time off not only to birth parents but also to adoptive parents and caregivers. Additionally, Etsy supports Employee Resource Groups (ERGs) that cater to parents and caregivers, giving them a platform to share resources, support, and advocate for family-friendly workplace policies. This focus helps retain talented employees who might otherwise leave due to caregiving demands.

6. IBM: Diverse Supplier Programs

IBM extends its commitment to equity beyond its employees by actively supporting diverse suppliers, including businesses owned by women, minorities, veterans, and people with disabilities. By allocating significant portions of their procurement budget to these suppliers, IBM helps stimulate economic growth in marginalized communities. Internally, IBM invests in comprehensive diversity training aimed at reducing unconscious bias and promoting inclusive behaviors. Their leadership regularly communicates the importance of DEI and tracks progress through detailed diversity dashboards, creating a culture of continuous improvement.

7. Google: Employee Resource Groups and Allyship Programs

Google empowers its workforce through over 20 active Employee Resource Groups (ERGs) focused on various identities such as race, gender, disability, and LGBTQ+ communities. These ERGs receive funding, leadership support, and dedicated time for members to participate. Google also emphasizes allyship — encouraging employees outside underrepresented groups to actively support and advocate for their colleagues. Allyship training includes how to identify microaggressions, amplify marginalized voices, and challenge systemic biases, all of which help cultivate an inclusive environment where every employee feels seen and heard.

8. Patagonia: Environmental and Social Responsibility

Patagonia’s DEI strategy is intertwined with its environmental and social activism. They focus on hiring and supporting Indigenous peoples and local communities affected by environmental issues, recognizing the intersection between social justice and sustainability. The company is transparent about labor practices and ensures fair wages and safe working conditions throughout its supply chain. Patagonia also provides DEI training and fosters employee participation in social justice initiatives. Their integrated approach connects diversity with broader ethical values, creating a workplace culture that cares about both people and the planet.

9. Ben & Jerry’s: Advocacy and Internal Inclusion

Ben & Jerry’s is well-known for taking strong public stands on social justice issues such as racial equity, climate change, and LGBTQ+ rights. This activism is mirrored internally through hiring practices that prioritize candidates from marginalized communities. Ben & Jerry’s also invests in ongoing education for its employees about systemic racism, privilege, and inclusion. The company encourages employees to participate in community activism and integrates social impact into its brand identity. This holistic approach builds a workplace where people feel empowered to bring their full identities and passions into their work.

10. Deloitte: Comprehensive DEI Strategy

Deloitte implements a comprehensive, multi-layered DEI strategy that includes data-driven goal setting for workforce diversity, leadership accountability, and inclusive recruitment practices. They provide training in cultural competence, unconscious bias, and allyship, ensuring employees understand how to build and sustain an inclusive culture. Deloitte also engages with communities through scholarships, mentorship programs, and partnerships with diverse organizations to widen the talent pipeline. Their transparent communication and frequent DEI reporting reflect a commitment to continuous improvement and embedding diversity at every organizational level.

How Fueler Supports DEI through Hiring Transparency

At Fueler, we believe every professional deserves an equal chance to showcase their skills and get hired based on merit. Our platform enables freelancers and job seekers to present real work samples and assignments, allowing companies to evaluate talent fairly.

This approach reduces bias often present in traditional resumes or interviews and promotes equity in hiring. Fueler’s portfolio platform helps companies embrace diversity by focusing on proven skills rather than backgrounds or connections, supporting a more inclusive workforce.

How to Bring DEI to Your Workplace: Practical Steps

• Set Clear Goals: Define measurable diversity and inclusion goals, like hiring targets or leadership representation.
• Create Employee Resource Groups: Support communities within your company for underrepresented groups.
• Offer Bias Training: Educate your team on unconscious bias and inclusive communication.
• Support Flexible Work: Provide options like remote work and flexible hours to accommodate different needs.
• Regularly Measure Progress: Use surveys, pay equity audits, and diversity data to track improvement.
• Promote Inclusive Leadership: Encourage leaders to model inclusive behavior and hold them accountable.

Final Thought

Diversity, equity, and inclusion are not just ethical imperatives; they are the foundation of a thriving, innovative, and resilient workplace. The companies leading the way today show us that DEI requires commitment, transparency, and action — not just good intentions.

By learning from these examples and integrating DEI into your company’s DNA, you create a space where every person can bring their full self to work and contribute to collective success. Remember, true inclusion is a journey, not a destination.

FAQs

1. What are some effective diversity and inclusion strategies for small businesses?

Small businesses can start by setting clear goals, promoting open communication, providing bias training, and creating inclusive hiring practices focused on skills.

2. How does equity differ from equality in the workplace?

Equality means treating everyone the same, while equity means giving people what they need to succeed based on their individual circumstances.

3. What role do Employee Resource Groups (ERGs) play in DEI?

ERGs provide safe spaces for employees with shared identities to connect, support each other, and advise leadership on inclusion efforts.

4. How can companies measure the success of their DEI programs?

Success can be measured through diversity metrics, employee satisfaction surveys, retention rates, pay equity audits, and progress toward set goals.

5. Why is leadership commitment crucial for DEI initiatives?

Leadership commitment ensures accountability, resources, and cultural change needed to sustain DEI efforts across the organization.

What is Fueler Portfolio?

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You can create your portfolio on Fueler, thousands of freelancers around the world use Fueler to create their professional-looking portfolios and become financially independent. Discover inspiration for your portfolio

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