Diversity, Equity, Inclusion, and Belonging (DEIB) are essential pillars of a thriving workplace, yet many organizations struggle to provide the leadership support necessary to make these initiatives effective. A lack of prioritization and visible backing from leaders can result in employees feeling disengaged, unsupported, and overwhelmed, ultimately impacting their well-being and productivity. Addressing this leadership gap is critical for fostering a culture of inclusion and belonging that supports mental, emotional, and physical wellness.
Here, we’ll delve into the connection between DEIB and employee wellness, the consequences of insufficient support, and actionable strategies to empower leaders and create lasting change. We’ll explore how this gap affects workplace wellness and provide strategies for bridging it.
The Link Between DEIB and Employee Well-Being
Companies that create a robust Diversity, Equity, Inclusion, and Belonging (DEIB) framework significantly enhance employee well-being by fostering an environment of belonging, respect, and psychological safety.
- Inclusion promotes mental health and resilience. Employees who feel included are more engaged and more likely to report good mental health.
- Inclusive environments encourage collaboration and creativity. Organizations with diverse teams generate higher innovation revenue.
- Belonging reduces workplace stress. Employees who feel excluded experience higher cortisol levels, which can negatively affect their overall health.
- Psychological safety improves morale and teamwork. Teams working in an environment of psychological safety perform better and report stronger workplace relationships.
In 2024, a study by the One Work Group showed that organizations that aligned their DEIB and employee well-being programs experienced more employee engagement and commitment. Still, many organizations are not yet showing their commitment to DEIB initiatives, according to the same report.
The Leadership Gap — Why Support Matters
Leaders set the tone for organizational values and priorities, shaping how employees perceive and engage with DEIB initiatives. Without active and visible leadership support, these efforts may seem superficial, reducing their effectiveness. Bridging the gap between leaders and employees is crucial for embedding inclusion and equity into workplace culture, ensuring policies translate into meaningful action. When leaders authentically champion inclusivity, they build trust and encourage participation. Employees are more likely to embrace DEIB when they see it reflected in leadership behavior.
Conversely, a lack of support can erode trust, disengage employees, and create a disconnect between stated values and daily practices. Sometimes this lack of support is perceived by employees — but not by leaders. A Harvard Business Review study showed that while 97% of HR leaders say their organization has made improvements in DEIB programs, only 37% of employees perceive those changes.
Consequences of a Lack of DEIB Support
When organizations fail to embrace DEIB, employees may feel undervalued and excluded, leading to disengagement, stress, and higher turnover rates. For example, if leadership fails to address biased hiring and promotion practices, employees from underrepresented groups may feel overlooked and unfairly treated, reducing morale and motivation.
A lack of DEIB efforts can also increase workplace conflicts. Without inclusive policies, employees may experience microaggression or unconscious bias, creating tension and dissatisfaction. This can result in higher absenteeism, as employees feel unsafe or unmotivated to engage fully at work. This leads to a number of knock-on effects:
- Disengaged employees are less productive, negatively impacting team performance and innovation.
- Stress levels rise when employees don’t feel heard or supported, leading to burnout.
- A high turnover caused by an unwelcoming environment increases recruitment and training costs, straining company resources.
Without strong DEIB support, organizations risk losing top talent and damaging their overall workplace culture.
Empowering Leaders to Promote DEIB
Equipping leaders with the skills and tools to champion just and equitable practices ensures lasting organizational impact. Leadership commitment is essential, but training and accountability using six key measures reinforce this commitment and turn values into action:
- Inclusive leadership training programs help leaders develop the awareness and skills necessary to support equity and inclusion. For example, programs such as Deloitte provide education on recognizing bias, fostering equity, and modeling behaviors to foster an inclusive workplace.
- Tools for assessing DEIB effectiveness, such as employee engagement surveys, focus groups, and DEIB scorecards, help organizations measure progress. For instance, companies like Salesforce use equality dashboards to track representation and inclusion metrics.
- Tracking accountability metrics for leadership ensure that DEIB is a priority at the executive level. This can include tying diversity and inclusion goals to performance reviews and leadership bonuses, or requiring progress reports.
- Running workshops on cultural competence and bias can provide hands-on training. Google’s Search Inside Yourself program, for example, helps leaders develop emotional intelligence and inclusive behaviors.
- Implement DEIB progress tracking tools, such as AI-powered analytics platforms or anonymous employee feedback tools, to monitor initiatives and make data-driven improvements.
- Recognize leaders who excel in inclusivity by giving awards, internal recognition, or promotions. Public acknowledgment in company newsletters or LinkedIn articles reinforces the importance of leaders who recognize inclusivity and inspire others to follow.
Leaders can promote a culture of belonging by prioritizing communication, representation, and a shared sense of values within the organization. Employees who feel valued and heard are more engaged, productive, and committed to their workplace.
1. Build a Transparent Communication and Feedback Loop
To encourage open discussions about DEIB, companies like Microsoft use anonymous feedback tools and town halls to foster dialogue and create actionable change.
2. Implement Inclusive Decision-Making Practices
To ensure diverse voices are represented in leadership discussions, companies like Accenture incorporate DEIB councils to review policies and strategies before implementation.
3. Create Initiatives to Celebrate Diversity
By hosting cultural appreciation months, heritage celebrations, and storytelling campaigns, Airbnb’s “Celebrating Belonging” campaign showcases employee stories to promote inclusivity.
4. Regularly Solicit Feedback on DEIB Programs
Invite people to speak up with questions without fear of negative consequences. Implement employee surveys, roundtable discussions, and anonymous reporting tools to know if your program is working. For example, Google’s Employee Pulse Surveys provide real-time feedback on inclusion efforts.
5. Use Employee Resource Groups (ERGs) for Support
ERGs allow employees from diverse backgrounds to connect and advocate for their needs. Companies like Meta have successful ERGs that influence policy and culture.
6. Celebrate Cultural Diversity Through Events and Recognition
Acknowledge cultural events such as Lunar New Year, Hispanic Heritage Month, and Black History Month.
Empower Your DEIB Initiatives With CoreHealth
CoreHealth wellness platforms provide the tools organizations need to bridge the DEIB leadership gap and support employee well-being. By offering customizable solutions for training, assessment, and engagement, these platforms empower leaders to create inclusive and supportive environments. The result is a workplace where employees feel valued, connected, and motivated to perform at their best. Integrating DEIB strategies into wellness programs not only enhances employee satisfaction but also drives organizational success.
With CoreHealth’s innovative solutions, organizations can turn DEIB aspirations into actionable strategies, fostering a culture of belonging that benefits both the workforce and the business as a whole. Want to know more? Get in touch with our experts for a customized wellness program.
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Learn about employee wellness with the CoreHealth blog:
- Inclusive DEIB and Organizational Wellness
- 4 Simple Tips for an Inclusive Employee Wellness Program - Virtual Teams
- Top-Down Leadership: The Role of the C-Suite In a Wellness-Centric Corporate Culture
