Supporting Team Diversity: Actions by You and Senior Leaders

Have you heard that DEI was “on its way out” – even before the election? Spoiler alert: it was not.

According to HBR, in 2024:
👉 60% of companies now have a DEI strategy—up 9 points from 2023.
👉 73% have DEI baked into their company values.
👉 63% are partnering with DEI-focused organizations–vs. 54% in 2023.

Interesting, right?

I’ve been in organizations where people—regardless of identity—felt real belonging. And I’ve seen the opposite: people questioning their value, teams cautious about what they can share about themselves and with each other. The difference in culture, engagement, and results? Massive.

What we know from decades of research:
👉 Diversity sets teams up to produce better results.
👉 Inclusive culture means those voices can actually be heard.
👉 Equity gives people what they need to contribute.

I’m hearing that many companies are finding other acronyms to describe these initiatives. Fine. Making this work for your organization still demands visible commitment from senior leaders.

So, how do you sustain momentum when DEI lands badly on some ears?

Reframe the story.

Research confirms that inclusivity resonates most when you focus on everyone. It’s not just about specific groups—it’s about creating an environment and culture where every person thrives.

No one person is diverse. Diversity emerges in our relationships—where we bring unique perspectives, skills, and experiences to the table.

So, what can you do as a leader to gain the benefits of diversity, inclusion, and equity in your organization?
👉 Stand for your values. Support each team member to do their best work.
👉 Listen deeply, especially to those who may feel at risk.
👉 Offer practical help, from relocation funds to ERG resources, wherever you can. 👉 Tie the business case for diverse and inclusive teams to every initiative.

What are you doing (or see senior leaders do) to support the diversity of your teams?

Click here for original Linkedin article.

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