Insights from our CEO: 12 Strategies for Advancing Inclusion and Belonging in 2025
As we enter 2025, the landscape of Diversity, Equity, and Inclusion (DEI) continues to shift, leaving many organizations uncertain about the path ahead.
What once seemed like a clear path has become more complex, influenced by shifting social and political realities, evolving regulations, and changing expectations.
With these uncertainties, businesses may wonder how to advance inclusion efforts without missteps.
But one thing remains certain: creating workplaces where all employees feel valued and supported is essential for long-term success.
With this in mind, here are twelve key strategies to help your organization continue making progress while fostering meaningful workplace change.
1. Recognize the Complexity
Inclusion is not a simple, one-size-fits-all concept. It’s multifaceted and often nuanced.
People bring different perspectives to this work, and questioning or challenging aspects of inclusion efforts doesn’t automatically signal opposition. Instead, these conversations can highlight opportunities for growth and deeper understanding, making dialogue richer and more constructive.
2. Avoid a Preachy, Condescending Approach
Shaming or blaming individuals for their views can be counterproductive.
To build momentum, focus on education, empathy, and open dialogue rather than judgement. Encouraging curiosity and providing a space where people can ask questions without fear of backlash fosters genuine progress.
3. Understand the Concepts Before You Act
Before launching inclusion efforts, it’s important to have a clear understanding of the key principles.
A common area of confusion is fairness in opportunity. Ensuring that everyone has the tools and support to succeed doesn’t mean lowering standards or offering advantages based on identity alone. Instead, it’s about identifying and removing unnecessary barriers so that all employees can contribute and thrive.
4. Separate Social Justice and Business Cases
While inclusion efforts align with social responsibility, organizations should also recognize their business impact.
Inclusion directly affects talent acquisition, employee engagement, and innovation. Understanding and clearly articulating this connection is essential for gaining leadership buy-in and sustaining long-term efforts.
5. Evaluate Executive Orders and Risks
Shifting policies and regulations mean organizations must regularly assess their strategies.
Your company doesn’t have to halt its belonging initiatives, but prioritizing efforts based on your organization’s values and risk tolerance will help ensure that you’re compliant and aligned with current laws.
6. Customization is Key
There’s no universal formula for success.
Each company, team, and leader is at a different stage in this journey. Instead of applying a blanket approach, tailor initiatives to fit your organization’s specific needs. Assess your leaders’ readiness, evaluate the current company culture, and adjust your strategies accordingly.
7. Focus on Skills Development
As the diversity of the workforce grows, leaders must develop the skills needed to support, empower, and engage their teams effectively.
Key leadership capabilities—such as empathy, adaptability, and cultivation—are essential for attracting, developing, and retaining your talented teams. Investing in these skills strengthens workplace culture and drives long-term success.
8. Inclusion as Change Management
Creating inclusive workplaces isn’t just about shifting attitudes—it’s about transforming systems.
Successful efforts require expertise in organizational development (OD) and change management. Companies that integrate these principles will be better positioned for sustainable, long-term progress.
9. Systemic and Individual Change
True progress in an inclusive workplace where employees feel they belong requires addressing both individual behaviors and broader systems.
While individual awareness and education are important, it’s equally important to examine the structures and processes that shape workplace experiences. A dual focus ensures that change is meaningful and lasting.
10. Embedding Inclusion in All Systems
When inclusion and belonging are woven into the fabric of your organization’s core functions, it becomes a natural part of company culture.
Rather than treating it as a separate initiative, embed it into every stage of the employee lifecycle—from recruitment and onboarding to performance reviews and promotions.
11. Acknowledge Global Progress
While much of the conversation around inclusion has centered on U.S. workplaces, progress is happening worldwide.
Companies in regions such as EMEA, APAC, and LATAM are driving meaningful change, and these efforts should be acknowledged and supported. A global perspective strengthens the overall impact of your inclusion strategies.
12. Broadening the Scope of Inclusion
Inclusion must extend beyond race and gender—it’s about valuing all forms of difference.
By embracing a wide range of perspectives, backgrounds, and experiences, organizations create environments where everyone has an opportunity to thrive.
Conclusion
As we move forward, the conversation around inclusion and belonging will continue to evolve.
The path ahead requires patience, adaptability, and a strategic approach that embeds inclusion into every aspect of organizational life.
By staying committed to learning, refining your approach, and making thoughtful progress, you will be able to create stronger, more innovative workplaces where all employees can succeed.
To find out more about how we're continuing the journey for our global partners in 2025, contact us below for a 30-minute conversation and let's keep moving the needle.
Best,
Shilpa Pherwani
CEO, Ibis Consulting Group
