Diversity and Inclusion: How HR Leads the Charge for a Fair Workplace

Turning ideas into action can be tough. HR teams face real challenges like unconscious bias creeping into hiring decisions, pay gaps that undermine trust, and employees feeling excluded despite well-meaning initiatives. And when diversity efforts stall, it’s your team that faces the fallout.

Your HR team is the one everyone looks to for real solutions. It’s up to you to rewrite policies, drive inclusive hiring practices, and hold leadership accountable. You don’t just need ideas — you need steps that lead to real change. 

In this article, we look at 10 actionable steps to build the kind of workplace where everyone feels seen, heard, and valued — and where your D&I efforts actually stick.

1. Audit Current Policies and Practices

Policies that seem neutral can unintentionally create barriers. For example, a “must have 10 years of continuous experience” clause can discourage candidates with caregiving gaps. Dig into hiring data to see where diverse applicants drop off—are candidates from marginalized backgrounds being screened out early? 

Keeping up with HR trends, like remote-friendly policies, ensures your practices evolve with the workforce. Involve employees in focus groups to understand where they see biases in processes. Regular audits provide a clear picture of what needs to change and keep policies aligned with reality.

2. Set Measurable D&I Goals

Set goals tied to real outcomes, like increasing women in tech roles by 20% or promoting 30% of employees from underrepresented backgrounds into leadership within two years. 

Break larger goals into smaller milestones, like educating your team on basic HR terms such as diversity ratios and unconscious bias. This ensures everyone understands what the goals mean and how to contribute. Use KPIs such as hiring ratios, retention rates, and promotion speed by demographic to measure success. Communicate progress regularly to build accountability and transparency.

3. Implement Unconscious Bias Training

Training alone won’t solve bias, but working with proven processes like role-play exercises and implicit bias tests makes a difference. Use real-world scenarios that mimic hiring situations to help employees recognize and correct their biases. Follow up with reminders in hiring tools, such as prompts that encourage fair evaluations. Make this part of onboarding and leadership development to build a culture where employees at all levels actively reduce bias.

4. Develop Inclusive Recruitment Strategies

Think beyond the usual recruiting channels. Collaborate with HBCUs (Historically Black Colleges and Universities) or women-in-tech organizations to attract diverse candidates. Blind recruitment, where candidate names and photos are removed, ensures early-stage evaluations are based purely on skills. Another strategy is creating returnship programs for professionals re-entering the workforce after a break. Host inclusive job fairs in underrepresented communities to tap into local talent pools.

5. Create Employee Resource Groups (ERGs)

ERGs offer more than networking—they’re a way to drive change. For example, Microsoft’s ERGs influence company policy and product design by providing feedback directly to leadership. Use ERGs to shape inclusion initiatives or test ideas before wider implementation. Create cross-ERG events to foster allyship and collaboration between different communities within your workforce. Offer ERG leaders time and resources to develop initiatives, such as mentorship programs, and ensure that participation doesn’t affect performance evaluations.

6. Conduct Pay Equity Audits

Pay audits expose pay gaps that may go unnoticed otherwise. Salesforce discovered and corrected a $3 million gender pay gap after conducting a company-wide audit. Go beyond base salaries — analyze bonuses, stock options, and other perks to ensure fairness. Publish pay equity results in internal reports to promote transparency. Take proactive steps by building salary bands and pay frameworks to guide managers in fair compensation decisions. Make this an annual process, with corrective actions built into your budget for swift adjustments.

7. Establish Mentorship and Sponsorship Programs

Mentors offer advice, but sponsors actively advocate for career opportunities. Set up programs that pair employees from underrepresented backgrounds with executives who can open doors for them. For example, Mastercard’s Women’s Leadership Network pairs high-potential women with senior leaders. Use platforms like Together to track participation and match mentees with the right mentors. Offer structured programs with regular check-ins and goal-setting sessions to keep participants engaged. Encourage sponsors to connect mentees with high-visibility projects to accelerate their growth.

8. Encourage Inclusive Leadership Practices

Inclusive leaders make employees feel heard and valued. Provide training on practices like rotating who leads team meetings to ensure all voices are heard. Ask managers to use “check-in rounds” in meetings with prompts like, “What’s one thing we could do better as a team?” Recognize inclusive behavior — for example, acknowledge managers who boost team members’ contributions publicly. Provide managers with data, such as diversity metrics by team, to track their inclusion efforts. Make inclusive leadership part of performance evaluations to ensure accountability.

9. Collect and Act on Employee Feedback

Surveys are a powerful tool, but action matters more. Use tools like CultureAmp or Glint to collect anonymous feedback about inclusion efforts. For example, if employees from minority backgrounds report feeling excluded from company events, adjust the event format or timing. Consider hosting focus groups to dive deeper into survey responses and gather ideas. Create a public “You Said, We Did” report to show how employee feedback leads to changes. This approach builds trust by demonstrating that employees’ voices have a direct impact.

10. Monitor and Report Progress

Use dashboards to track diversity metrics across hiring, promotions, retention, and engagement. Include breakdowns by team and demographic to highlight patterns. For example, LinkedIn publicly reports on its progress toward gender parity in leadership roles. Share updates during company town halls or newsletters to maintain transparency. Identify roadblocks early and adjust strategies accordingly. Continuous reporting keeps the momentum alive, shows where efforts are succeeding, and highlights areas needing more focus — ensuring D&I remains a central part of your culture.

A Fair Workplace Starts With Intentional Action

It’s not enough to roll out policies—you need to educate teams, embed inclusive practices into daily workflows, and measure progress over time. With thoughtful strategies, transparent communication, and a commitment to accountability, you can shape a workplace where everyone feels valued, heard, and empowered to succeed.