Engage in dialog about diversity, equity, inclusion, and belonging

To help build acceptance and empathy, use a shared vocabulary in conversations around DEIB.

Illustration of a diverse group with 5 people of different ages, body shapes and ethnic background
Diversity, equity, inclusion, and belonging, DEIB for short, stand at the heart of a lively dialog that is broad and growing. Engaging people in meaningful DEIB conversations can drive empathy in an organization. It can raise awareness and garner support for an accepting and welcoming workplace. Building a common vocabulary around DEIB and feeling at home with DEIB concepts, helps avoid confusion and misunderstandings in conversations. And it can effect positive change.


We want to create an atmosphere together where everyone feels safe and free to contribute. That's why we're inviting staff at all levels of the organization to join us for talks and workshops around diversity dimensions and intersectionality.


We want to create a diversity-friendly environment. That's why we're inviting leaders and employees to join us for talks and workshops around overlapping diversity dimensions.

Dig deeper

Whether they're customers or employees, people feel striving for more diversity, equity, inclusion and belonging are important goals in both workplace culture and business. 38 percent of consumers are more likely to trust brands that emphasize diversity in their advertising. The likelihood to trust a diversity-minded brand is even higher among people with diverse backgrounds: Latinx+ (85%), People of Color (79%), Asian and Pacific Islanders (79%), LGBTQ (85%), millennials (77%), and teens (76%).

In employer branding, a serious commitment to diversity, equity, inclusion, and belonging could secure future pipeline and candidate pools. Generation Z is clear on the values they expect future employers to have. In a Monster study, 83% pointed to a company’s commitment to diversity and inclusion as an important factor when choosing an employer.

People who identify as women, too, spotlight DEIB as a factor in their career choices. In a 2022 McKinsey study, women leaders were more than 1.5 times as likely as men at their level to have changed jobs because they wanted to work for a company more committed to DEI.


In other words