Diversity, Equity, Inclusion, and Belonging—better known as DEIB—is more than just a buzzword. It’s a framework that shapes how organizations build inclusive cultures where everyone feels valued and supported, regardless of who they are.
And in 2025, it’s more important than ever. It doesn’t just bring more equality and fairness in the workplace. It also highly benefits companies that put in the work.
McKinsey & Company found that in 2023, top-quartile companies had a 39% chance of financially outperforming their bottom-quartile peers. Compare that to only 15% in 2015.
Alt text: Top-quartile companies have a 39% chance of financially outperforming their bottom-quartile peers
But DEIB isn’t just about doing the “right thing.” It’s about fostering innovation, improving employee engagement, and driving tangible business success.
So, what exactly does DEIB mean, and why does it matter?
In this post, we’ll break down what DEIB really is, why it’s essential, and how organizations can implement it effectively.
What Is DEIB?
You’ve probably heard of diversity, equity, and inclusion (DEI) before. But what about that extra “B”?
DEIB stands for Diversity, Equity, Inclusion, and Belonging—four interconnected principles that shape a more inclusive and supportive environment, such as workplaces, schools, and communities.
At its core, DEIB is about ensuring everyone—regardless of their background, identity, or experiences—has a fair shot at opportunities. It ensures that they feel valued and that they truly belong. It’s not just about ticking boxes or meeting quotas. It’s about creating spaces where people feel seen, heard, and empowered to contribute their best.
Let’s break it down:
- Diversity is the combination of different people (race, gender, age, abilities, backgrounds, beliefs, etc.).
- Equity ensures everyone gets what they need to succeed, recognizing that a one-size-fits-all approach doesn’t work.
- Inclusion means actively welcoming and valuing people, making sure they feel respected and involved.
- Belonging takes it a step further. It’s about creating an environment where people don’t just participate but feel genuinely at home.
These four elements create a culture where people can thrive when they come together. And that’s what DEIB is all about. Not just policies and initiatives but real human experiences that make organizations and communities stronger.
What Is Diversity?
Diversity is often the first thing people think about when they hear “DEIB.” At its simplest, diversity is the presence of differences. These differences include race, gender, age, ethnicity, sexual orientation, abilities, socioeconomic background, and so on.
But true diversity goes beyond just having a mix of people in a room. It’s about embracing those differences and recognizing the value they bring.
Think of diversity like a mosaic. Each piece is unique, and when put together, it creates something more dynamic than any single piece on its own. In the workplace, diversity brings a range of perspectives, ideas, and experiences that lead to better problem-solving, innovation, and stronger teams. In society, it fosters understanding, representation, and progress.
But diversity alone isn’t enough. Just because there are different voices in the room doesn’t mean they’re heard or valued. That’s where equity, inclusion, and belonging come in.
What Is Equity?
Equity is often confused with equality, but they’re not the same thing. Equality means giving everyone the same resources or opportunities. Equity means making sure everyone has what they need to succeed.
It recognizes that different people face different barriers, and a one-size-fits-all approach doesn’t work.
Think of it like this: Imagine a group of people trying to watch a baseball game over a tall fence. Equality would mean giving everyone the same-sized box to stand on. But if someone is shorter, they still might not see over the wall.
Equity, on the other hand, gives each person the number of boxes they need to actually have the same view. It’s about leveling the playing field so everyone has a fair shot.
Equity means addressing systemic inequalities, removing barriers, and ensuring that policies and practices are fair for everyone in workplaces and communities. It’s not about giving unfair advantages. It’s about acknowledging that not everyone starts from the same place and making adjustments to create genuine fairness.
Without equity, diversity and inclusion fall flat. After all, what’s the point of having a diverse team if not everyone has the support they need to contribute and thrive?
What Is Inclusion?
If diversity is about having different people in the room, inclusion is about making sure everyone in that room feels valued, respected, and empowered to contribute. It’s not just about inviting people to the table. It’s about ensuring they have a voice and that their perspectives genuinely matter.
Imagine a workplace where a company prides itself on hiring a diverse team but doesn’t actually listen to different perspectives or make space for them in decision-making. That’s not real inclusion. Inclusion means fostering an environment where people feel safe, heard, and respected for who they are.
So inclusion is about everyday actions. It’s when a manager ensures that all voices are heard in meetings, when a company celebrates different cultures and backgrounds authentically, and when coworkers actively make space for each other. It’s about creating a culture where differences aren’t just tolerated but embraced and valued.
Without inclusion, diversity can feel hollow. A genuinely inclusive environment turns diversity into a strength, unlocking the full potential of different perspectives and experiences.
What Is Belonging?
Belonging is what happens when diversity, equity, and inclusion all come together. It’s the feeling that you’re not just present but that you truly fit in and are valued for who you are.
It’s the difference between being invited to a party and actually feeling comfortable enough to dance.
Belonging is deeply personal. It’s that sense of comfort and connection you feel when you can bring your whole, authentic self to a workplace, community, or social setting without fear of judgment or exclusion. It’s when you don’t have to constantly question whether you’re welcome. You just know that you are.
Organizations that foster belonging see the difference. When people feel like they truly belong, they’re more engaged, innovative, and likely to stay. Conversely, when people feel like outsiders—whether because of their background, identity, or experiences—it leads to disengagement, stress, and burnout.
Creating a culture of belonging means going beyond surface-level inclusion. It requires actively nurturing an environment where people feel valued, connected, and psychologically safe. When people belong, they thrive—and so do the teams and communities around them.
Benefits of Using the DEIB Framework in Your Organization
Embracing DEIB isn’t just the right thing to do. It’s a strategic advantage that can propel your organization forward. Here are some compelling benefits of integrating the DEIB framework into your workplace:
- Enhanced financial performance. Companies in the top quartile for gender diversity on their executive boards are 27% more likely to outperform those in the bottom quartile financially. Similarly, organizations in the top quartile for ethnic diversity are 13% more likely to outperform their peers.
Alt text: Companies in the top quartile for gender diversity on their executive boards are 27% more likely to outperform those in the bottom quartile financially
- More innovation and creativity. Diverse teams bring various perspectives and ideas, leading to increased innovation. According to Gallup’s 2022 report, companies with high diversity levels are 45% more likely to improve their market share year over year.
- Improved employee engagement and retention. Employees who feel a sense of belonging are more engaged and less likely to leave. According to the UKG’s 2022 Workforce Insight Report, 70% of employees who feel a sense of belonging at work are more likely to stay with their company for over five years.
- Stronger customer connections. A diverse and inclusive workforce can better understand and connect with a broad customer base, enhancing customer satisfaction and loyalty.
- Reduced employee turnover. Inclusive workplaces have 50% lower turnover rates. Of course, this leads to significant cost savings associated with recruiting and training new employees.
- Enhanced company reputation. Organizations known for their DEIB efforts often enjoy a stronger employer brand, making them more attractive to both potential employees and customers. Not to mention, the company’s reputation with the public also drastically improves. For example, a law firm that practices DEIB as one of its brand values probably has a more loyal client base than one that doesn’t.
Tips for Creating a DEIB Work Culture
Building a workplace culture that truly embraces DEIB doesn’t happen overnight. It requires intentional action, commitment, and continuous improvement. Here are some practical steps to help foster an inclusive and equitable work environment:
- Lead by example. DEIB starts at the top. Leaders and managers should actively demonstrate inclusive behaviors, listen to diverse perspectives, and commit to continuous learning around DEIB principles. When leadership prioritizes DEIB, it sets the tone for the entire organization.
- Establish mentorship and sponsorship programs. Representation matters, but issues of support even more. Pairing employees—especially those from underrepresented backgrounds—with mentors or sponsors can provide guidance, career growth opportunities, and a stronger sense of belonging. Mentorship fosters connection, while sponsorship ensures employees get the visibility and opportunities they deserve.
- Create safe spaces for open dialogue. Encourage conversations about diversity and inclusion through employee resource groups (ERGs), town halls, or anonymous feedback channels. Employees should feel comfortable voicing concerns, sharing experiences, and contributing ideas without fear of retaliation.
- Ensure equitable hiring and promotion practices. Bias (both conscious and unconscious) can creep into hiring and promotions. Use structured interview processes, diverse hiring panels, and transparent criteria to ensure fair opportunities for all candidates. Regularly audit promotion trends to identify and address disparities.
- Invest in DEIB training. One-off training sessions won’t cut it. Ongoing education on topics like unconscious bias, cultural competency, and inclusive leadership helps employees at all levels understand and integrate DEIB values into their daily work.
- Celebrate diversity authentically. Recognize and honor different cultural backgrounds, holidays, and identities in ways that go beyond surface-level gestures. Give employees the platform to share their experiences and perspectives, fostering a culture of appreciation and understanding.
- Measure and hold yourself accountable. DEIB efforts should be measurable. Track key metrics like diversity in hiring, pay equity, employee engagement, and retention rates. Use this data to identify gaps and adjust strategies accordingly. Transparency about progress and challenges builds trust within the organization. Also, make sure your (and your team members’) personal biases aren’t creeping into daily work life. Discrimination doesn’t just come in the form of unequal pay. It can also come in the form of less priority given—from being overlooked for a promotion to getting a much longer email response time than other colleagues.
- Include DEIB concepts in your interactions with customers. Get to know more than just the demographics of your customers. What are their needs, desires, and experiences? Offer a personalized experience in every interaction you can, from customer service calls to email marketing. For online interactions, you can easily segment your email audience based on experience, desires, and needs using email marketing platforms like Brevo to make personalization more streamlined.
Conclusion
Creating a truly inclusive and equitable work culture isn’t just about policies. It’s about everyday actions. When organizations commit to DEIB at every level, they create workplaces where people feel valued, supported, and empowered to bring their whole selves to work.
Author: Freya Laskowski
Freya Laskowski is the founder of SERPManiac, an agency focused on helping brands scale their organic growth with content marketing and SEO services.
She is a quoted contributor in online publications like Business Insider, Fox Business, Yahoo Finance, and the Huffington Post. She also owns CollectingCents– a personal finance blog that she grew from the ground up.
Last Updated on September 10, 2025 by Ian Naylor
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