Many organizations recognize that diversity, equity, and inclusion should be business priorities, but translating this recognition into executive support and budget allocation remains a significant challenge. While 76% of employees say diversity is important when evaluating job opportunities, according to Glassdoor research, only 34% of companies have executive leaders who are actively champions of DE&I initiatives.

Your business is no longer solely defined by the products or services you sell. In today's climate, organizations have an obligation to uphold ethical standards and demonstrate social responsibility. Consumers are increasingly selective about where they spend their money, and employees are equally discerning about where they work.

Five leading companies demonstrate effective DEI implementation through diverse strategies: Accenture's well-supported Employee Resource Groups with 120,000+ Pride members, Microsoft's commitment to doubling Black senior leadership and $150 million increased DEI investment, ViacomCBS achieving majority-female board representation, Proctor & Gamble's mission to become the world's most accessible company, and KPMG's innovative reverse mentoring pairing senior leaders with junior employees. Diversity, Equity and Inclusion (DEI) is not just a moral issue, it’s also a practical one. All data says the same thing: diverse and inclusive companies are more profitable, perform better, and have an easier time attracting recruits. But what should you be aiming for in your DEI strategies? It’s a tough question for HR managers who find themselves responsible for building an inclusive workplace. There’s so much to do that it’s hard to know where to start. A good place to start is by looking at the companies that are getting it right. Here are some of the biggest innovators in the world of DEI programs. 5 cases studies of great DEI examples Most of the companies below are major multinationals. They have the people and resources to allow them to run ambitious DEI efforts on a global scale. Your company might not be quite as big, but you can still learn a lot from their strategies. Also, it’s worth noting that these DEI initiatives are guided by extensive internal research. These companies are pursuing these strategies because they know they work. Accenture – Building strong Employee Resource Groups Employee Resource Groups (ERGs) are mutually supportive groups that give colleagues a chance to share experience, receive coaching, and advocate for change. Healthy ERGs can play a key role in your DEI strategy – but only if they have leadership support. Accenture consistently ranks as one of the best employers in the world for implementing DEI. That’s partly because of their well-supported ERGs that promote an inclusive culture for employees from marginalized groups. Two of their biggest ERGs are: Pride, with 120,000 members, including LGBTQ+ employees and allies Disability Champions, whose 27,000 members advocate for accessibility and inclusion initiatives Accenture also has a lot of other things to be proud of, such as the fact that 42% of Accenture executives are women. But these ERGs play a massive role in creating a welcoming experience for staff at every level. Related Reading: The HR Leader's Complete Guide to DEI Microsoft – Amplifying Black voices 2020 was a turning point for many organizations. The murder of George Floyd and the civil unrest that followed caused leaders everywhere to think about their role in ongoing inequality. Microsoft took a bold step forward by committing to its Black employees and working on increasing Black representation within the company. In July 2020, Microsoft CEO Satya Nadella announced that the company would: Use analytics to help improve their internal approach to DEI initiatives Use their clout as a major company to encourage suppliers and vendors to be more inclusive Increase the internal DEI budget by $150 million over five years Double the number of Black and African American senior leaders by 2025 The company also launched its own Amplifying Black Voices program, a multimedia series that highlights some of the Black leaders, thinkers and innovators that are changing the world. ViacomCBS – Women in the C-Suite Gender disparity is still a major issue, especially at the top. Women hold only 23.5% of board seats at companies on the Russell 2000 index, and that number drops to 16.9% globally. At this rate, we can expect to see gender parity in the boardroom sometime around 2040. But some companies are ahead of the curve, and a few even have majority-female boards. One such company is the communications giant ViacomCBS, an organization where women represent: 58% of the board 49% of leaders at VP level or above in the U.S. 48% of leaders at VP level or above globally These numbers are not accidental. ViacomCBS has invested heavily over the years in inclusion initiatives such as the Female Talent Program, which helps women succeed on a leadership path. The company has also pursued a robust internal DEI strategy to create a supportive and encouraging environment. Proctor & Gamble – Putting accessibility first Company culture can be a significant barrier for people with disabilities. Many companies simply don’t put enough thought into accessibility, which is why 60% of employees with disabilities feel excluded at work. Proctor & Gamble has been working to reverse that, and is currently on a mission to become “the most accessible company in the world”. They are realizing this vision by taking some serious internal steps, such as: Creating the new global position of Accessibility Leader Backing an ERG, People With Disabilities Network, to offer internal support and advocate for accessibility Launching the Disabilities Challenge, which solicits employee ideas for more accessible products This is a great example of how internal DEI initiatives can make for a better customer experience. Accessibility is such a fundamental part of the conversation at Proctor & Gamble that it has now started to influence product development and marketing. KPMG – Leadership DEI training through reverse mentoring One of the biggest issues in building an inclusive environment is the lack of shared experience. Many people want to be more inclusive, but they simply don’t understand what it’s like to be part of underrepresented groups. Reverse mentoring is one strategy that can help bridge this gap and foster a sense of belonging. As part of their DEI initiatives, KPMG has been running an internal reverse mentoring scheme since 2018, which involves: Senior leaders paired with junior employees of a different gender, ethnicity, or sexual orientation Leaders get to learn how they can be more inclusive Junior employees feel more empowered and engaged Reverse mentorship is a win-win for both parties. Studies show that both parties gain knowledge during a reverse mentoring session, which is not always the case in a traditional mentoring arrangement. How will your business tackle DEI goals this year? The companies above are leading the way in DEI progress, but they still all have one thing in common: they’re not quite there yet. DEI is a journey rather than a destination. There will always be new challenges to deal with and new opportunities to make improvements. For HR leaders, that means that you always have to make DEI initiatives part of your long-term strategy. The results? Better employee engagement, retention, and a thriving workplace culture. Need some expert guidance? Set up a no-obligation consultation call today and speak to a Helios HR consultant. Let’s chat about how you can take your DEI strategy to the next level. FAQ What Are Employee Resource Groups and Why Do They Matter for DEI? Employee Resource Groups are mutually supportive communities where colleagues from underrepresented groups and allies share experiences, receive coaching, and advocate for organizational change. ERGs succeed when backed by leadership support and resources. Accenture's Pride ERG with 120,000 members and Disability Champions with 27,000 members exemplify how robust ERGs create welcoming environments and drive inclusive culture throughout all organizational levels. How Can Companies Address Gender Disparities in Leadership? Companies must invest in intentional development programs and inclusive initiatives. ViacomCBS achieved 58% female board representation and 49% women at VP-level or above through programs like the Female Talent Program supporting women's leadership paths. This demonstrates that gender parity requires sustained strategic investment rather than happening organically—without intervention, boardroom parity wouldn't occur until approximately 2040. What Is Reverse Mentoring and How Does It Support DEI Goals? Reverse mentoring pairs senior leaders with junior employees from different backgrounds—whether different gender, ethnicity, or sexual orientation. Leaders learn about inclusive practices while junior employees gain empowerment and engagement. KPMG's program since 2018 demonstrates this creates mutual learning benefits for both parties, helping bridge experience gaps and foster belonging more effectively than traditional one-directional mentoring relationships. Why Should Companies Prioritize Accessibility in DEI Strategies? Sixty percent of employees with disabilities feel excluded at work due to insufficient accessibility considerations. Proctor & Gamble's comprehensive approach—creating an Accessibility Leader position, supporting a People With Disabilities Network ERG, and launching the Disabilities Challenge for accessible product ideas—shows how internal DEI initiatives can simultaneously improve employee experience and drive better customer-facing products and services. Additional Resources SHRM, Why Inclusion and Diversity Are Crucial for Business Success Harvard Business Review, Diversity and Inclusion Efforts That Really Work Harvard Business School Online, DEI: What It Is & How to Champion It in the Workplace

International Equal Pay Day occurs on September 18th each year, with the goal of highlighting pay discrepancies between men and women. Around the world, women generally earn around 20% less than men. Gender pay gaps can also occur within organizations, even when your organization has a commitment to equality.

Diversity, Equity & Inclusion (DEI) is becoming something companies can’t ignore any longer. Candidates can now check an employer's DEI ranking on Glassdoor before they apply for a vacancy, which means DEI is not just internal—it’s part of your public employer brand.