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Diversity and Inclusion Beyond the Surface

Diversity and Inclusion: such familiar concepts, now firmly embedded within our corporate and cultural fabric. Each of us has a story, a different journey that we bring to our roles, but the real impact they have in the workplace can sometimes lose meaning in a progress-oriented business culture.


The Heart of D&I

Most often, the term “inclusive hiring” is met with varying reactions, from optimism to skepticism. Few topics resonate on so many levels, but are often undervalued in the workplace.

The call for equal opportunity spreads across all organizational layers – from boardrooms to job interviews – extending beyond headlines, studies, meeting agendas, and team-building strategies. Yet, outside the broad acknowledgement, the fundamental meaning can easily be diluted, folded into HR handbooks or treated as a checklist item in recruitment practices.

Why does this matter? Beyond metrics, achievements, and quantifiable data lies the heart of corporate culture: the lived experiences, the untold tales, the subtleties that shape business values. Today’s recruitment looks further than expertise—it explores individual motivations, potential, and enables lasting professional bonds. In the long run, creating an inclusive working environment isn’t just an administrative process – it’s about recognizing that diverse backgrounds and experiences bring us richer insights, innovative solutions, and a more inclusive workplace.

In essence, diversity equals variety. To some, it might seem simply like a mosaic of people from different backgrounds. Rather, it reflects the unique life stories, the vast array of skills, and the wide spectrum of perspectives each individual brings. It is a statement of open doors and open minds.

Inclusion goes a step further. While diversity defines the scope, inclusion is the active engagement of these perspectives in the company’s identity. It’s the difference between showing up and being seen.


The Layers that Define Us

Inclusion is a subjective concept that is perceived differently by everyone, shaped by cultural backgrounds, gender identities, cognitive traits, or affiliations with different communities. 

Every employee, whether a novice intern or a seasoned executive, carries with them a unique set of experiences. As they journey through different organizations, their experiences are tinted by the lenses of personal identity and the varied corporate environments they encounter. Some companies radiate warmth and acceptance, while others, albeit unintentionally, might echo undertones of unconscious biases. 

For some, it could feel like constantly trying to fit into a certain mould, while for others, it might be a more seamless integration where their unique perspectives are valued and embraced as a driver of innovation. 

In this spectrum, there is a vast range of employee experiences. For instance, an LGBTQIA+ individual might find pockets of advocacy in one organization, while in another, they might find it more prudent to exercise discretion. Similarly, a person of a particular ethnic or racial background might feel celebrated in one workspace, while feeling merely tolerated in another. These narratives are not isolated; they’re a reflection of the broader business environment, and as companies become aware of these nuances, authenticity becomes a cornerstone. 


From Insights to Strategies

Acknowledging the merits of D&I is a starting point, but how do we transition from aspirational to operational? Here are a few strategies that might resonate, drawing on rich experiences, layers of context, nuance, and authenticity:

Authentic Narratives

Every organization is a mosaic of stories. Emphasize collecting and showcasing genuine employee experiences through mediums like internal publications, podcasts, or employee forums. Perhaps you could even consider holding monthly “Storytelling Sessions.” These narratives, which stress all sides of a story, can inspire change, build rapport, and influence organizational culture. As well, think about embedding them into branding and marketing, underlining your commitment to diversity by reframing abstract concepts into genuine, human stories.

Adaptive Collaboration

Different minds mean distinctive solutions. Yet, many organizations fall into the trap of one-size-fits-all methodologies and traditional systems might not cater to everyone’s cognitive patterns. Introduce collaboration tools, like visual communication platforms, that cater to different thinking styles. Consider creating ‘Collaboration Labs’ – spaces that pivot away from convention and welcome varied thought processes. A culture where every mind feels at home is where groundbreaking ideas are born.

Inclusive Hiring

Beyond resumes, there’s richness in life stories, and traditional recruitment often overlooks the depth individuals bring. Why not introduce methods such as “Life Experience Interviews” in hiring processes? Beyond qualifications, such focus not just on skills but life stories, struggles, and aspirations. Think about collaborating with NGOs, diverse community centers, and educational institutions. Besides accessing a richer talent pool, you’re tapping into experiences beyond just the professional sphere shifting recruitment from a transactional process to an exploratory journey.

Continuous Development

Change is the only constant. As market dynamics shift, diverse perspectives are what guide businesses through uncharted territory. Host quarterly “Diverse Lens Reviews,” inviting teams to dissect market trends through their cultural and personal views. For a multilayered approach, enable employees to take courses on emerging global markets, emphasizing often overlooked regions. In this way, your business strategies aren’t just current, but forward-looking, drawing insights from the wealth of employee diversity.

Feedback Loops

A truly inclusive organization doesn’t just speak; it listens. Establish dedicated “Feedback Forums”, ensuring participation from all corners of the organization, where employees, irrespective of their roles, can voice their insights. Consider periodic consultations with external D&I experts to assess feedback effectiveness and receive unbiased insights. Authentic growth comes when every critique is seen as a stepping stone, and every suggestion an opportunity for improvement.


Reflections and Directions

In the pursuit of equality, there’s a delicate balance to strike. Such initiatives, while laudable at their core, can sometimes edge towards a superficial nature, with companies striving for diversity for its optics rather than its intrinsic value.

The point isn’t to jump onto the D&I bandwagon because it’s trending. True inclusivity goes beyond corporate etiquette. It’s about creating authentic, lasting change. It’s the idea that a company isn’t just a logo, a brand, or a tagline – it’s its people.

What is the future strategy? Introspection, recalibration, and relentless commitment.

Remember that Diversity and Inclusion aren’t endpoints—they’re journeys. The goal is a harmonious workplace, where every voice counts, and every story enriches the collective narrative.


Diversity and Inclusion strategies often come in hand with hiring internationally. Click here and fill out the form to receive a copy of our FREE ebook, “The future of recruitment”, which provides valuable insights and comprehensive guidance on international recruiting.



Posted in: Allen Agency / Blog

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