Diversity and inclusion (D&I) is essential for businesses to stay competitive.

As the workforce becomes more diverse, companies that embrace D&I see gains in innovation, creativity and problem-solving. However, true success comes from creating a workplace where everyone feels they belong and can thrive.

Research shows that companies prioritizing diversity are 35% more likely to outperform their competitors. Diverse perspectives drive fresh ideas, but it’s not just about hiring different people. It’s about making sure everyone feels valued. True inclusion means creating a culture where all individuals feel supported, respected and empowered to contribute.

One of the biggest hurdles many organizations face is tackling unconscious bias in hiring practices. This can prevent talented individuals from underrepresented groups from getting a fair shot. To address this, organizations should consider targeted interventions — for example, blind recruitment processes and/or diverse selection panels to focus on merit and actively seek diverse talent to widen their candidate pool.

Technology also has a big role to play. Tools powered by artificial intelligence (AI) can help evaluate candidates more objectively, taking human bias out of the equation. But we have to be careful. AI is only as good as the people who design it. If we’re not mindful, these systems can end up reinforcing the same biases we’re trying to avoid.

It’s not just about tools and processes. It’s the people behind the decisions that matter. Companies aiming to lead in D&I must invest in training staff to recognize their biases, ensuring fair and inclusive decision-making. This training not only enhances workplace culture but also helps build diverse teams that better reflect their customers and communities.

Leadership is another huge piece of the puzzle. Leaders set the tone for the entire organization, and inclusive leadership is key to driving lasting change. Leaders who actively embrace diversity and encourage a variety of perspectives create environments where innovation thrives. As businesses face new challenges and opportunities, having inclusive leaders at the helm ensures they’re ready to adapt and succeed.

But let’s be clear. Diversity shouldn’t be about hitting quotas or checking boxes. It’s about creating a culture where everyone feels like they can bring their whole self to work. Many companies have made progress in hiring more diverse teams, but the real work begins with making sure those teams feel included and valued. Moving beyond tokenism means focusing not just on bringing people in the door but on building an environment where they can truly progress in their roles, thrive and contribute to the success of the business.