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What is Diversity, Equity, and Inclusion?

Diversity, equity, and inclusion are three critical components of the agenda to create a workplace that fosters a sense of belonging for all employees. Here you will find insights into diversity, equity, and inclusion in a corporate context – guiding you in how you can develop and improve your DE&I strategy.

What is Diversity, Equity, and Inclusion?

Diversity, equity, and inclusion are three related concepts that focus on creating an environment that values and respects the uniqueness of each individual and promotes fair and equal opportunities.

Diversity refers to the presence of a variety of different demographic and identity characteristics within an organization.

Equity means ensuring that everyone within the organization has access to the same opportunities and is treated fairly.

Inclusion is about creating a work environment where all employees feel welcome, valued, and empowered to participate fully.

Understand what DEI really means

Equality vs. Equity: What is the difference?

Equality and equity may seem similar, but there is a difference at the core of the terms that is important to consider when working towards a more inclusive work environment.

 

Equality means “being equal” in terms of status, opportunities, and rights. In a corporate context, this means that organizations should adopt a one-size-fits-all approach, where every employee is treated in the same way – without individual adjustments.

Equity recognizes that individuals have different circumstances and need different resources. In a corporate context, this means that organizations have defined policies and programs that promote diversity, equity, and inclusion, and foster a work environment where all employees feel valued and included.

Real-life DE&I examples from workplaces

We’ve gathered real-life examples of how organizations have successfully brought DE&I into their daily work. Use them as inspiration. What was once a nice-to-have is now expected—by boards, customers, investors, candidates, and employees alike. That’s why it’s critical to approach DE&I with a clear, strategic focus.

 

IKEA: Visual Representation of people

IKEA has – among other things – focused on having a diverse visual representation of people in its brand materials and recruitment materials, making it easy for all types of potential candidates to see themselves in the organization.

 

 

King games: Dedicated mentorship programs

King Games discovered through employee surveys that its non-male employees felt marginalized and launched several DE&I programs. One of these initiatives was a mentorship program that paired leaders with more than 250 non-male employees.

 

 

Netflix: Strategic hiring and inclusive programs

Netflix prioritized intentional diversity in hiring and promotion, training recruiters to recognize bias, partnering with diversity-focused organizations, and running technical bootcamps to address under-representation in the tech industry.

 

ON-DEMAND WEBINAR

How to work with diversity, equity and inclusion?

Having a DE&I strategy has gone from being the hot new thing among HR departments to being an expected must-have by boards, customers, investors, candidates and employees.

 

In this webinar  you get insights into:

  • The basics of what DE&I is and why it matters.
  • How data can help to set DE&I targets and priorities.
  • How to get started with DE&I without overcomplicating it. 
  • What a year 1 DE&I roadmap could look like. 
  • How IKEA is creating pride and impact, taking diversity beyond gender balance and enabling inclusive leadership.
Watch the webinar
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How to Measure Diversity, Equity and Inclusion?

Measuring diversity, equity, and inclusion within an organization is essential to identify areas for improvement and track progress.

To do this, you will need to include the right KPIs that align with your DE&I strategy and end goal. These KPIs can include metrics such as overall workforce diversity, pay equity, and perception gaps in equity and inclusion.

Learn how to measure DEI the right way
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How to Use Data Towards a More Diverse Workplace?

Using data is the key to reducing bias and enhancing workplace diversity. It reveals areas where diversity needs improvement, such as gender distribution, and helps to eliminate bias in recruitment.

Data-driven recruitment and the promotion of psychological safety through constructive conflict are essential to achieving workplace diversity. A data-driven DE&I approach also fosters curiosity and diverse perspectives within the organization.

Use data to reduce bias and boost diversity
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How to Work with Diversity, Equity and Inclusion?

You can start working on your DE&I strategy today and create an inclusive work environment, where all employees feel welcome and respected.

With a data-driven approach such as DE&I surveys and analysis, you can find out if there is room for improvement in any areas of your organization – and where you might excel. Armed with these data insights, you can start implementing DE&I initiatives.

If you need help along the way, we have a team of DE&I experts who specialize in different stages of the DE&I journey: From survey design and data analysis to advisory and action plans.

 

Learn more about our DE&I solutions
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Diversity, Equity & Inclusion:
Make inclusion real across every team

Build a more inclusive workplace with clear, actionable DEI insights. Understand what drives equity and create a culture where everyone thrives.

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Diversity, Equity & Inclusion:
Make inclusion real across every team

Build a more inclusive workplace with clear, actionable DEI insights. Understand what drives equity and create a culture where everyone thrives.

Explore
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Organizational Culture:
Trust, recognition & retention

Identify cultural gaps, measure levels of trust and recognition, and spot what’s affecting retention. With clear insights, you can take targeted action to shape a culture where people want to stay and thrive.

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Organizational Culture:
Trust, recognition & retention

Identify cultural gaps, measure levels of trust and recognition, and spot what’s affecting retention. With clear insights, you can take targeted action to shape a culture where people want to stay and thrive.

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Leadership Development
Build capabilities that last

From targeted training to full-scale leadership journeys, we help develop the mindset and skills today’s leaders need. Whether you’re growing individuals or transforming an entire culture, we support both personal growth and organizational change.

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FAQ about About Diversity, Equity & Inclusion (DEI) in the Workplace

Wondering how it works? You’re not alone. Here are the ones we’re asked most often by teams exploring how our solutions work.

What is Diversity, Equity, and Inclusion (DEI) in the workplace, and why does it matter?

DEI stands for Diversity, Equity, and Inclusion. In the workplace, it means creating a culture where all employees feel seen, safe, and supported—regardless of their background, gender, ethnicity, age, disability, or orientation. A strong DEI strategy leads to higher engagement, innovation, and performance. Companies that prioritize DEI attract better talent, reduce turnover, and outperform competitors on key business metrics.
How does DEI impact employee engagement and workplace performance?

DEI is a proven driver of employee engagement. When employees feel included and treated fairly, they are more motivated, productive, and loyal. Inclusion improves collaboration, creativity, and trust—all key ingredients for high-performing teams. DEI isn't just a values-based strategy; it’s a business-critical one.
What DEI services does Ennova offer?

Ennova offers a complete DEI solution tailored to your organization. This includes:

  • Inclusive workplace diagnostics

  • Customized DEI surveys

  • Data-driven advisory

  • Leadership training and coaching

  • Employee Resource Group (ERG) facilitation

  • Follow-up action planning

Our services are built on 25+ million data points and best practices in people analytics.
How can we measure Diversity, Equity, and Inclusion in our organization?

With Ennova, you can measure DEI through targeted surveys that track inclusion, fairness, belonging, and psychological safety. Our analytics platform helps you:

  • Identify gaps and risk areas

  • Monitor progress over time

  • Benchmark against industry peers

  • Support evidence-based decisions

This gives HR, leadership, and DEI teams a shared foundation to drive change.
What are the first steps to building a DEI strategy?

To build a sustainable DEI strategy:

  1. Start by listening – run a DEI diagnostic or survey.

  2. Analyze key insights on equity, representation, and culture.

  3. Set clear, measurable goals.

  4. Train your leaders and empower ERGs.

  5. Follow up with structured action plans.

Ennova’s advisory experts guide you throughout the process—from data to impact.
How can we make our DEI efforts sustainable over time?

Long-term DEI success depends on three key elements:

  • Continuous measurement

  • Leadership commitment

  • Ongoing learning and follow-up

With Ennova, you can build a DEI ecosystem that includes diagnostics, real-time insights, annual tracking, coaching, and scalable action plans. We help you anchor DEI in your overall people strategy.
Can we benchmark our DEI results against other organizations? Yes. Ennova’s platform provides access to one of the largest benchmark databases in the Nordics, including top-quartile insights. This lets you compare your DEI performance by industry, region, or company size—and identify specific focus areas where you can outperform peers.

Still have questions about DEI?

Whether you’re starting from scratch or looking to scale your existing strategy, we’re ready to help.

Contact our DEI experts
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