From Policy to Action: How Companies Can Maintain Inclusive Workplaces Beyond DEI Mandates

January 27, 2025•5 min read

As corporate America faces shifting regulatory landscapes and political scrutiny of Diversity, Equity, and Inclusion (DEI) programs, many organizations are reassessing how to maintain inclusive workplaces beyond compliance mandates.

While some companies are scaling back formal DEI initiatives, inclusion remains a critical driver of employee engagement, innovation, and business success.

This article explores how businesses can embed inclusivity into their organizational culture and leadership strategies while ensuring long-term sustainability.

Why Inclusive Workplaces Still Matter

Even without formal DEI mandates, research consistently shows that inclusivity leads to stronger financial performance and innovation:

Companies with diverse leadership teams generate 19% higher revenue from innovation compared to less diverse organizations (Boston Consulting Group, 2018).
Employees in inclusive workplaces are more engaged and productive, contributing to a higher retention rate and reduced turnover costs (McKinsey & Company, 2020).
Diverse teams make better decisions 87% of the time, compared to non-diverse teams, due to a broader range of perspectives and problem-solving approaches (Harvard Business Review, 2016).

By moving beyond compliance-driven DEI efforts and embedding inclusivity into leadership, hiring, and culture-building, companies can sustain long-term competitive advantages.

Common Myths About Workplace Inclusion

1. Inclusion Is Just a Compliance Requirement

Myth: Workplace inclusion is only necessary to meet DEI regulations.

Reality: Inclusive workplaces enhance employee satisfaction, drive retention, and boost innovation. A Harvard Business Review study found that companies with inclusive cultures see higher engagement, leading to improved performance and business growth (Harvard Business Review, 2016).

2. Scaling Back DEI Programs Won’t Impact Talent Acquisition

Myth: Employees don’t consider inclusivity when choosing where to work.

Reality: 76% of job seekers consider workplace culture and inclusivity as deciding factors when evaluating employers (Glassdoor, 2019). Companies that fail to foster inclusive workplaces risk losing top talent to competitors with stronger diversity commitments.

3. DEI Programs Have No Direct Business Impact

Myth: Inclusion efforts are unrelated to a company’s bottom line.

Reality: A McKinsey study found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than those in the bottom quartile (McKinsey & Company, 2020). Furthermore, a Boston Consulting Group study found that diverse teams drive 19% more revenue from innovation (Boston Consulting Group, 2018).

How Companies Can Sustain Inclusive Workplaces Beyond DEI Mandates

Organizations that want to continue fostering an inclusive culture without relying on formal DEI programs can take these strategic actions:

Shift from DEI Training to Inclusive Leadership Development
- Instead of mandatory DEI training, integrate inclusive leadership coaching that helps executives and managers build equitable team dynamics.
- Promote mentorship programs that support employees from diverse backgrounds.
Adopt Skills-Based Hiring to Foster Fair Talent Access
- Focus on competency and experience-based recruitment rather than traditional degree-based hiring.
- A LinkedIn study found that skills-based hiring increases productivity by 24% and reduces turnover by 15% (LinkedIn, 2018).
Embed Inclusion Into Company Values and Decision-Making
- Ensure that company policies reflect inclusive practices, from performance evaluations to career growth opportunities.
- Implement bias-free workplace policies to maintain fairness without explicitly labeling initiatives as “DEI.”
Leverage Employee Resource Groups (ERGs) as Culture Drivers
- Support ERGs to provide safe spaces for underrepresented employees while aligning ERG initiatives with business objectives.
- Research shows that companies with active ERGs experience higher employee satisfaction and retention (Harvard Business Review, 2016).

Conclusion

Maintaining an inclusive workplace does not require strict DEI mandates—instead, it requires a commitment to fair hiring, leadership accountability, and a culture of belonging.

Companies that continue fostering inclusion as a business strategy will retain top talent, boost innovation, and achieve long-term growth.

By embedding inclusivity into leadership and decision-making, businesses can ensure their workforce remains engaged, diverse, and forward-thinking.

For Employers

Evaluate existing inclusion strategies beyond compliance mandates.
Train leadership teams on inclusive management and bias-free decision-making.
Adopt skills-based hiring practices to attract diverse talent pools.

For Job Seekers

Research companies’ commitment to workplace inclusivity beyond surface-level DEI branding.
Look for employers that offer skills-based hiring and inclusive career growth opportunities.
Join Employee Resource Groups (ERGs) to foster a sense of belonging in the workplace.

How Diversity.com Supports Employers & Job Seekers

At Diversity.com, we help businesses maintain inclusive hiring practices while supporting job seekers in finding equitable opportunities.

For Employers:

✔ Create a free employer account — get started with inclusive hiring today. We offer flexible job posting plans, from single postings to subscription-based options for multiple listings.
✔ Access a diverse candidate pool — reach professionals from a variety of backgrounds to drive innovation.
✔ Stay informed with expert workplace inclusion resources — gain insights into workplace diversity trends, compliance updates, and best hiring practices to build an inclusive workforce.

For Job Seekers:

✔ Explore job listings from inclusive companies — find workplaces that align with your values.
✔ Create a free job seeker account in minutes — start applying for positions that prioritize workplace inclusion.
✔ Gain insights into workplace inclusivity — use our platform to research employer hiring practices and access resources to support your job search and career growth.

We are committed to supporting both employers and job seekers in fostering equitable and inclusive workplaces.

If you have any questions or need assistance, feel free to Contact Us Here. Our dedicated support team is ready to help!

Sources & References

McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters.
Boston Consulting Group. (2018). How Diverse Leadership Teams Boost Innovation.
Glassdoor. (2019). Diversity & Inclusion Workplace Survey.
Harvard Business Review. (2016). Diverse Teams Feel Less Comfortable—and That’s Why They Perform Better.
LinkedIn. (2018). Global Recruiting Trends Report.