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Diversity, Equity and Inclusion: Why companies benefit from it

In today's working world, Diversity, Equity and Inclusion (DEI) are no longer just “nice-to-have” topics; they are a key success for companies when fully integrated into all processes. Promoting diversity while ensuring that all employees are included and valued not only creates a fair working environment but also brings measurable benefits for the company.

As globalization, migration, and shifting social expectations reshape the labor market, organizations must adapt by recruiting talent from all parts of society. This includes multicultural and multigenerational workplaces, as well as ensuring workplaces are suitable for people of all physical and cognitive abilities.

Greater diversity within a workforce can help to improve business performance and enhance employee engagement and productivity by aiding better decision-making and problem-solving, helping the business stay relevant to customers, as well as reducing the risk of discrimination and harassment.

In this blog, we explore the business case for DEI, the benefits of inclusive hiring practices, and how technology can help create workplaces where everyone feels empowered to contribute.

What are Diversity, Equity and Inclusion?

While closely linked, Diversity, Equity and Inclusion serve distinct but complementary roles:

Diversity

Diversity refers to the variety of similarities and differences (dimensions) among people. Differences in experience, knowledge, skills, thoughts and values bring different perspectives and new ideas to the organization. Diversity dimensions, however, are comprised of various characteristics, including but not limited to: gender, age, nationality, race and ethnicity, gender recognition/sexual orientation, disabilities, special abilities, history, and heritage. The breadth and uniqueness of these differences result in a wealth of experiences and different thoughts and values that will galvanize the spirit of innovation within the organization.

Equity

Equity involves providing opportunities for everyone to succeed and maximize each member’s capabilities and potential by securing tools and resources tailored to each individual's situation; taking deliberate actions to identify and eliminate organizational and structural barriers that hinder opportunities, disrupt well-being, and create and reinforce unfair outcomes; and giving means going beyond differences and individual challenges.

Inclusion

Inclusion means having an organizational culture in which members feel welcomed, psychologically safe, respected, heard, engaged, motivated, valued for who they are, and empowered to participate fully in decision-making. Thus, creating an environment for proactively taking on new challenges and engaging in healthy debate. An inclusive team is a group of people that recognizes, welcomes, and values each of the diverse perspectives of every team member. In inclusive teams, employees achieve full innovation potential and diverse companies outperform homogeneous ones.

Why Diversity, Equity and Inclusion are essential for businesses and society as a whole

There are several key benefits for businesses, workers, customers, and society as a whole, from embracing DEI, which include:

  • Improved business performance and innovations: Companies with better gender diversity are 25% more likely to generate higher profits, and diverse teams are 70% more likely to capture new markets. Further, diverse teams are more likely to generate innovative ideas and solutions, leading to increased creativity and better problem-solving. Companies with above-average diversity produce 45% of their total revenue from innovation, compared to just 26% for those with below-average diversity.
  • Improved employee engagement, retention, and corporate culture: When employees feel valued, respected, and included, they are more likely to be engaged and committed to their work. This sense of belonging directly impacts retention and workplace culture. Inclusive teams are 17% more likely to report high performance, and employees who feel a strong sense of belonging are 18 times more likely to stay with their employer. Also, inclusive recruitment practices, grievance mechanisms, and diversity training programs significantly predict employee satisfaction and retention across organizations.
  • Better decision-making and problem-solving: Diverse teams make better decisions 87% of the time. Cognitive diversity “helps to prevent groupthink and encourages game-changing suggestions”. Diverse teams analyze problems more comprehensively because they bring different perspectives to the table. Varied thinking styles, backgrounds, and experiences make it easier for diverse teams to detect blind spots, challenge assumptions, and generate innovative ideas.
  • Customer relevance: Diverse teams better understand varied customer needs. Different viewpoints help organizations tailor their products and services to a wider range of customers and markets.
  • Reduced risk of discrimination and harassment: Inclusive workplaces promote a culture of respect and understanding, helping to prevent discrimination, harassment, and other negative workplace behaviors.
  • Attracting and retaining talent: In today's competitive job market, companies with strong diversity and inclusion practices are better positioned to attract and retain top talent. In a Glassdoor survey, 76% of respondents said that a diverse workforce is an important factor when evaluating companies and job offers, and nearly a third would not apply for a job at a company where diversity is lacking.
  • Broader benefits to society and the economy: A diverse and inclusive workforce can contribute to a more equitable and prosperous society by reducing social inequalities and promoting economic growth.

Key groups at risk of workplace exclusion

Successful Diversity, Equity and Inclusion needs everyone to have a “level playing field” regarding career opportunities, ensuring everyone can thrive in business. Examples of groups that need particular focus include:

  • Women: Women hold just of board seats globally, and only 6% of CEOs are women – at the current rate of change, global parity for CEOs won't be reached until 2111. For every 100 men promoted to managerial roles, only 81 women are promoted to the same roles. Women only account for of the computing workforce globally. However, companies with have a higher percentage of balanced boards (35.3%) compared to men (23%) – which suggests that promoting more women is also beneficial to wider DEI efforts.
  • People of different ethnicities: A in the European Union showed that a high percentage of respondents say there is widespread discrimination in their country on the basis of being Roma (65%), skin color (61%), and ethnic origin (60%). The survey also asked what EU citizens think is the main criterion that could put a candidate at a disadvantage when a company wants to hire someone – 42% said “Being Roma” and 39% said “Skin Color”.
  • LGBTQ+: that in the European Union, 19% of LGBTQ+ men and 21% of LGBTQ+ women experienced discrimination at work, but transgender employees specifically reported much higher proportions of discrimination (36%). The technology sector, in particular, demonstrates a stark underrepresentation of LGBTQ+ individuals –only identifies as LGBTQ+.
  • Senior People: An showed that 45% of respondents felt they had been discriminated against because of their age (either being perceived as too old or too young). The same survey asked EU citizens what they think is the main criterion that could put a candidate at a disadvantage when a company wants to hire someone – the highest percentage (52%) said “Age, if they are considered too young or too old”.
  • Neurodivergent People: The report says an estimated 7 million autistic people live in Europe, and that“...between 75 to 90% of autistic adults are unemployed despite many having the willingness and ability to participate in the labor market with the right support.” The report highlights a number of reasons for this, including widespread discrimination against autistic people, a lack of access to adapted training and education pathways, a lack of understanding of autism and the employable skills of autistic people, and a lack of provision of reasonable accommodation in the workplace, as well as insufficient employment programs to support the participation of disabled workers.
  • People with Disabilities: Over globally live with disabilities, yet they remain significantly underrepresented in the workforce. Disabled individuals are , and even with advanced degrees, they earn substantially less (€18,030 less). are invisible, making inclusion efforts more complex. found 43% of respondents viewed disability as a hiring disadvantage. Further insights on this are available in this.

Common challenges and obstacles to ensuring DEI

Undoubtedly, having mixed and diverse teams in terms of age, gender, ethnicity, etc. brings innovation through new ideas, products, and ways of working – but there are often many challenges along the way.

  • Resistance to change: Some employees may oppose DEI efforts, believing past practices were sufficient.
  • Uncertainty among staff: A large “gray zone” of employees may be unsure about DEI.
  • Cultural inertia in traditional organizations: Older or more hierarchical businesses may struggle to shift traditional mindsets and practices.
  • Difficulty in team integration: Diverse teams may struggle to work together efficiently due to their differences, preconceptions, or prejudices.
  • Fear of initial disruption: Early stages of DEI implementation may feel uncomfortable or challenging for some staff.
  • Lack of stakeholder engagement: Without inclusive consultation, policies may miss the needs of key groups they are designed to support.

Measures to overcome obstacles and successfully implement and drive Diversity, Equity and Inclusion across a business

There are a number of key actions that will help improve the implementation and ongoing success of Diversity, Equity and Inclusion initiatives:

  • Secure leadership commitment: Senior leaders must lead by example, call out issues, and foster a zero-tolerance culture for discrimination or abuse while supporting all employees.
  • Build a diverse leadership team: Representation at the top helps drive empathy, understanding, and alignment with a diverse customer base.
  • Adapt processes and structures: Ensure systems across the organization support equal opportunity and inclusion for all employees.
  • Create open career pathways: Promote transparency and access to advancement for talent from all backgrounds.
  • Embrace age diversity: Leverage the innovation of younger, digitally native employees alongside the experience of older workers. Create mixed-age teams, offer reverse mentoring, and design learning opportunities that tap into the strengths of every generation.
  • Set clear DEI targets: Define measurable goals and track progress to ensure accountability.
  • Foster collaboration across groups: Encourage cross-functional teamwork and dialogue to unlock diverse perspectives and ensure everyone is involved.
  • Include minority voices in policy design: Ensure underrepresented or discriminated groups are actively involved in shaping DEI initiatives.
  • Promote a safe and comfortable working environment: Create a workplace culture where all employees feel respected, heard, and safe.

How technology can contribute to supporting increased Diversity, Equity and Inclusion

Technology is a powerful enabler of inclusive workplaces, essential for attracting and retaining a diverse workforce across age, ability, and cultural backgrounds. Strategic deployment of digital tools helps organizations remove barriers, foster equity, and unlock the full potential of their teams. Examples include:

  • Flexible Work Platforms: Tools like Microsoft 365 support hybrid and remote work models, enabling participation by employees who require flexibility and helping those with different abilities stay fully engaged. These platforms promote inclusive collaboration through features like live captions, text meeting recaps/summaries, and accessible document sharing, and are designed to fit around how different teams work, offering secure and adaptable solutions that grow with the business. Another example is Konica Minolta’s Workplace Pure, a cloud-based platform that provides 24/7 access to services like document translation, conversion, cloud print, and secure uploads. It supports inclusive, flexible working by enabling remote collaboration and simplifying access to content for diverse teams.
  • Reskilling & Lifelong Learning: The World Economic Forum's latest report reveals that by 2030, around 39% of current workforce skill sets will either evolve significantly or become obsolete. This shift presents both a challenge and an opportunity for inclusive workplaces. This is where Artificial Intelligence (AI) – systems that can perform tasks typically requiring human intelligence, such as learning, reasoning, problem-solving, and understanding language – can help. AI-powered learning platforms (e.g. LinkedIn Learning) enable continuous development, helping employees – especially older workers, career returners, and those from underrepresented groups – adapt to changing roles and technologies. By offering accessible, flexible, and personalized learning pathways, these platforms help remove barriers to advancement and participation, supporting a more equitable workplace where diverse talent can thrive.
  • Language and Communication Tools: Real-time translation and multilingual collaboration features available in platforms like Microsoft 365 help bridge communication gaps in multicultural teams. Improve Workspace’s guide highlights that these tools foster inclusion by enabling team members to contribute confidently regardless of their native language, while promoting cultural understanding and team cohesion.
  • Accessibility Tools: Assistive technologies (such as screen readers like Microsoft Seeing AI, or Microsoft Teams’ live captioning to help hearing-impaired users take part in online meetings) ensure employees with disabilities can fully engage with digital systems and other team members. The use of Universal Design can also help to ensure technologies are suitable for as broad a range of people as possible. For example, Konica Minolta’s print devices follow Universal Design principles that make operation intuitive, safe, and accessible by featuring color-coded interfaces, easy-access trays, tilt-adjustable touchscreens, and remote control via the bizhub app, ensuring smooth use for all, including seated or single operators. Further insights on this are available in this Digital Accessibility blog.
  • Data-Driven Equity & Bias Detection: Advanced analytics and AI can uncover systemic bias and support more equitable decision-making. For example, this could include demographic analysis tools that track representation across departments and roles, and ensure HR teams can use data to monitor diversity metrics/KPIs, identify gaps, and tailor policies to support inclusion. When it comes to recruitment, AI-powered platforms can also anonymize CVs, standardize interview scoring, and flag biased language in job descriptions.

Building a future where everyone thrives

Diversity, Equity and inclusion are not a short-term trend, but a long-term key to corporate success when integrated in all processes. They promote creativity, strengthen corporate culture, improve productivity, and make companies more attractive to talent. Companies that actively embrace diversity and create an inclusive environment are not only investing in their employees but also investing in their own future.

While technology can play a key role in facilitating DEI measures, it is also important to remember that people and processes are also vital components of this. Without ensuring the people within the business are fully invested in the approach and the right processes are in place to support the changes, DEI efforts will struggle to reach their full potential benefits.

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