4 Practical Tips to Build a Diverse and Inclusive Workplace

This is how technology is changing businesses in 2025

Renata Balbino

Sustainability Consultant

Creating a diverse and inclusive workplace requires more than good intentions - it demands practical action. How to gather data, rethink hiring practices, and embed inclusivity into your daily culture to drive meaningful change and measurable progress?

In our previous posts, we explored the "what" and "why" of Diversity, Equity, and Inclusion (DEI), showing its importance in today's workplace and discussing how exclusion often comes from unconscious biases. While understanding these challenges is an important first step, it’s not yet enough. Companies need actionable strategies to turn good intentions into measurable progress. In our third post on the series about DEI in companies, we will explore hands-on strategies your company can take to be a more inclusive space.

1. Use Data to Drive Change

Data is essential for identifying areas of improvement and tracking progress. Collect demographic information on gender, race, age, disability status, and other factors across all levels of your workforce. Pair this with anonymous employee feedback to understand how inclusion is experienced on a day-to-day basis. Use the data to set clear goals for representation in leadership roles, pay equity, or employee satisfaction related to inclusion.

Practical tip: Track representation and progress over time using data analytics tools. European companies still lag behind in leadership diversity; only 40% of managers belong to underrepresented groups, dropping to just 16% when excluding gender diversity (EY European DEI Index). Setting clear goals based on data ensures accountability at all levels.

2. Rethink Hiring and Promotion Practices

Inclusive hiring goes beyond recruiting diverse candidates. It’s important to ensure fairness at every stage of the process. Use structured interviews to minimize bias, diversify hiring panels, and focus on skills-based criteria. Same applies to promotions.

Practical tip: Focus on both attracting diverse talent and creating pathways for their growth. Offer mentorship programs, leadership coaching, and clear career progression opportunities to support underrepresented groups. In Europe, 33% of employees feel diversity is a barrier to career advancement, emphasizing the importance of not only hiring diverse candidates but also ensuring they have the necessary tools to thrive within the organization (PwC European D&I Survey).

3. Embed Inclusion into Everyday Work Culture

The most important part of the DEI work is embedding it into daily work practices so that it becomes part of the company’s DNA. Promote open conversations where everyone feels comfortable sharing thoughts and ideas, and make sure everyone gets a chance to contribute, no matter their role. Also, ensure your office setup and tools work for everyone, and train your team to be friendly and supportive.

Practical tip: Encourage employees to ask questions like “How have you supported colleagues from diverse backgrounds?” or “What steps have you taken to promote inclusivity within your team?”. Organizations with strong DEI initiatives experience 22% lower turnover rate compared to those without them (Deloitte).

4. Collaborate with DEI Experts to Develop a Strategy

Creating an inclusive workplace starts with a clear strategy that reflects your company’s specific needs. Partnering with DEI consultants or specialists can help you assess existing practices, identify gaps, and design actionable plans.

Practical tip: Only 7% of organizations in Europe are actively building a diverse and inclusive culture, according to the EY European DEI Index. Greenstep offers tailored support through sustainability experts and HR professionals who can guide your organization along every step of the process—whether interim or project-based—to ensure your initiatives deliver real results.

Every step forward makes a difference.

Contact our team and let’s take those steps together!

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