A practical DEI tip for today: fostering inclusion in everyday change management

Understanding the role of DEI in change management

The foundation of DEI in organizational change

Diversity, equity, and inclusion (DEI) are more than just buzzwords in today’s workplace. They are essential principles that shape how companies approach change management. When organizations prioritize DEI, they create an environment where every employee feels valued and heard, especially during periods of transition. This focus on equity and inclusion helps build a culture that supports learning, adaptability, and innovation.

Change management isn’t just about new processes or technologies. It’s about people. Employees from diverse backgrounds bring unique perspectives, skills, and experiences to the table. By embracing diversity and fostering an inclusive workplace, companies can tap into a broader range of ideas and solutions. This leads to better decision making and stronger employee engagement.

• Inclusive change management means considering the needs of all employee groups, including those who may be underrepresented or face barriers in the workplace.
• Equity in transitions ensures that everyone has access to the same opportunities, resources, and support during change initiatives.
• Diversity inclusion efforts help create a culture where employees feel safe to share their views and participate in shaping the future of the company.

Companies that invest in DEI training and employee resource groups often see higher levels of employee engagement and satisfaction. These initiatives help employees feel supported and included, which is especially important during times of uncertainty. Practical DEI tips, such as using inclusive language and offering flexible work options, can make a significant difference in how employees experience change.

For organizations looking to measure the effectiveness of their DEI initiatives in change management, understanding key metrics like the pulse score in change management can provide valuable insights. This approach helps leaders track progress and identify areas for improvement, ensuring that DEI remains at the core of every change effort.

Recognizing everyday biases during transitions

Spotting Biases That Shape Change

When organizations go through transitions, unconscious biases can quietly influence decisions, communication, and employee engagement. These biases, often rooted in cultural norms or past experiences, can affect how diverse groups are included or excluded during change initiatives. Recognizing them is a crucial step in building a more inclusive workplace culture and supporting equity inclusion.

• Language matters: Using gender neutral and inclusive language helps create a sense of belonging for all employees, especially those from underrepresented groups.
• Decision making: Biases can show up in who is invited to meetings, whose ideas are heard, and which employee resource groups are consulted. This impacts the diversity equity of the process.
• Flexible work: Assumptions about who benefits from flexible work arrangements can unintentionally exclude certain groups, affecting employee engagement and inclusion.

DEI training and ongoing learning are practical DEI tips to help teams identify and address these biases. For example, regular workshops and open discussions can make employees feel more comfortable sharing their perspectives. This also supports a culture where diversity inclusion is valued every day, not just during major change initiatives.

To deepen your understanding of how appreciation and recognition can support an inclusive workplace during change, explore this resource on the 5 languages of appreciation in the workplace.

By actively looking for and addressing everyday biases, companies can create a more equitable and inclusive environment where all employees have a voice in the change process. This is essential for effective DEI initiatives and long-term organizational success.

A practical DEI tip for today: inclusive communication

Building bridges with inclusive communication

Inclusive communication is at the heart of effective change management, especially when aiming to foster diversity, equity, and inclusion (DEI) in the workplace. During times of transition, the way information is shared can either strengthen or weaken employee engagement and trust. Here are practical DEI tips to create a more inclusive workplace through communication:

• Use inclusive language: Choose words that respect all employees, regardless of background, gender, or cultural identity. For example, opt for gender neutral terms and avoid jargon that may exclude certain groups.
• Ensure accessibility: Make sure communications are available in formats that suit diverse needs, such as providing written summaries for meetings or using visual aids. This helps employees feel valued and included.
• Encourage two-way dialogue: Invite feedback and questions from all team members, not just those who are most vocal. This can be especially important for underrepresented groups who may feel hesitant to speak up.
• Be transparent about decisions: Clearly explain the reasons behind changes and how they align with DEI initiatives. Transparency builds trust and helps employees understand how decisions impact different groups.
• Offer DEI training: Regular training sessions can help employees and leaders recognize unconscious biases and learn strategies for more equitable communication.

When companies prioritize inclusive communication, they create a culture where all employees feel heard and respected. This not only supports diversity and inclusion, but also drives better decision making and innovation. For more on the practical limits and considerations in change management, see this guide to managing complexity in change processes.

Remember, inclusive communication isn’t just a one-time effort. It’s a continuous practice that shapes the culture of your company and the success of DEI initiatives. By embedding these habits into daily work, organizations can support a more equitable and engaged workforce.

Supporting psychological safety in times of change

Building Trust and Openness During Change

Creating psychological safety is essential for any company navigating change. When employees feel safe to express concerns, share ideas, or admit mistakes without fear of negative consequences, the entire workplace culture benefits. This sense of safety is a foundation for effective diversity, equity, and inclusion (DEI) initiatives, especially during periods of transition. Psychological safety is not just a buzzword. It’s a practical DEI tip that helps teams adapt to new processes, structures, or leadership. When employees from diverse backgrounds and underrepresented groups trust that their voices matter, they are more likely to participate in decision making and contribute to a more inclusive workplace.

• Encourage leaders to model vulnerability and openness. When managers admit they don’t have all the answers, it sets a tone of learning and growth for the team.
• Offer DEI training focused on active listening and inclusive language. This helps employees recognize unconscious biases and create a more supportive environment for everyone.
• Establish employee resource groups or safe spaces where team members can share experiences and provide feedback on change initiatives.
• Promote flexible work arrangements to accommodate different needs and backgrounds, supporting equity and inclusion during transitions.

A culture of psychological safety also supports employee engagement and retention. When people feel valued and respected, they are more likely to stay with the company and contribute to its success. Remember, fostering psychological safety is an ongoing process that requires commitment from leadership and continuous learning across all levels of the organization. For companies looking to strengthen their DEI workplace culture, focusing on psychological safety is a practical step that can make a real difference, especially during times of change.

Encouraging feedback from underrepresented groups

Creating Channels for Honest Feedback

Encouraging feedback from underrepresented groups is a cornerstone of effective diversity, equity, and inclusion (DEI) in change management. When organizations undergo transitions, it’s easy for the voices of minority groups to be overlooked. Yet, these perspectives are essential for building an inclusive workplace and ensuring that change initiatives are truly equitable.

• Establish safe spaces: Employee resource groups can offer a supportive environment for sharing experiences and concerns. These groups help employees feel heard and valued, especially during periods of change.
• Use inclusive language: Communication should be gender neutral and culturally sensitive. This signals respect for diversity and helps create a culture where all employees feel comfortable speaking up.
• Offer multiple feedback channels: Not everyone is comfortable voicing opinions in large meetings. Anonymous surveys, suggestion boxes, and digital platforms can help gather honest input from diverse groups.
• Integrate feedback into decision making: Actively use the insights from underrepresented groups to shape change management strategies. This demonstrates that feedback is valued and leads to more effective, inclusive outcomes.

Practical Tips for Inclusive Feedback

• Provide DEI training to managers and team leaders so they recognize and address barriers to open communication.
• Schedule regular check-ins with diverse teams to discuss ongoing changes and gather input.
• Highlight examples where employee feedback led to positive changes, reinforcing the value of participation.

A culture of feedback supports psychological safety and employee engagement. When employees see that their voices matter, especially those from underrepresented groups, it strengthens trust and commitment to the company’s DEI initiatives. This approach not only benefits individuals but also enhances the overall effectiveness of workplace change management (Harvard Business Review, 2021; SHRM, 2023).

Feedback Channel	Benefits	Tips for Inclusion
Employee Resource Groups	Peer support, shared learning	Encourage participation from all backgrounds
Anonymous Surveys	Honest input, broad reach	Design questions to capture diverse perspectives
Open Forums	Direct dialogue, immediate feedback	Facilitate with inclusive language and ground rules

By prioritizing feedback from underrepresented groups, companies can create a more inclusive, resilient culture that supports both employees and organizational goals.

Measuring the impact of DEI efforts in change management

Tracking Progress: Metrics That Matter

Measuring the impact of DEI initiatives in change management is essential to ensure that efforts are not just performative, but actually drive meaningful change. Companies often invest in diversity, equity, and inclusion training, but without clear metrics, it’s hard to know if these initiatives are truly making a difference in the workplace culture.

• Employee engagement surveys: Regular surveys can help assess how employees feel about inclusion and equity. Look for changes in responses over time, especially from underrepresented groups and employee resource groups.
• Participation rates: Track involvement in DEI training, learning sessions, and resource groups. High participation suggests that employees see value in these initiatives.
• Feedback loops: Encourage open feedback, especially from those who may not always have a voice. This can reveal if inclusive language and decision making are being practiced daily.
• Retention and promotion data: Analyze whether diverse employees are staying with the company and advancing. Equity inclusion efforts should help reduce turnover among underrepresented groups.
• Qualitative insights: Sometimes, stories and testimonials from employees provide context that numbers can’t. These insights can highlight how DEI tips and flexible work policies are affecting the team’s sense of belonging.

Continuous Learning and Adjustment

DEI isn’t a one-time project. It’s about creating an inclusive workplace where everyone feels valued. Use the data you collect to adjust your DEI initiatives and training. If certain groups are not engaging or if feedback suggests gaps in inclusion, adapt your approach. This ongoing process helps build a culture where diversity equity and inclusion are woven into everyday work, not just during periods of change.

By focusing on both quantitative and qualitative measures, companies can create a more inclusive, equitable, and diverse workplace. Remember, the goal is to make sure all employees feel heard and supported, especially during transitions.