15 Engaging Diversity and Inclusion Activities to Transform Your Workplace

I. Introduction

Diversity and inclusion activities at work has become a crucial aspects of any modern workplaces. Companies that prioritize creating an inclusive environment where employees from diverse backgrounds feel valued and respected tend to have higher employee engagement, improved decision-making, and better business outcomes. One effective way to promote diversity and inclusion in the workplace is through carefully designed activities that encourage employees to learn, share, and appreciate their differences. This article will explore 15 engaging diversity and inclusion activities at work that can help transform your workplace culture.

II. Understanding Diversity, Equity, Inclusion, and Belonging (DEIB)

Before diving into specific activities, it’s essential to understand the concepts of Diversity, Equity, Inclusion, and Belonging (DEIB). Diversity refers to differences within a given setting, such as a workplace. These differences include race, ethnicity, gender, age, religion, disability, sexual orientation, etc. Equity ensures everyone can access the same opportunities and resources, recognizing that advantages and barriers exist. Inclusion ensures that people feel a sense of belonging and support from the organization. Belonging is feeling accepted and valued by others in the workplace.

In today’s workplace, DEIB has taken on a new meaning. It’s no longer just about meeting quotas or complying with legal requirements. Instead, it’s about creating a culture where every employee feels valued, respected, and supported, regardless of background. DEIB activities are crucial for teams because they help build trust, foster collaboration, and promote innovation. Employees can learn to appreciate and leverage their differences by engaging in these activities, leading to a more cohesive and productive workplace.

III. Who’s Responsible for Promoting DEIB at Work?

Promoting DEIB in the workplace is a shared responsibility. While leadership plays a crucial role in setting the tone and providing resources, every employee has a part in creating an inclusive environment. Here’s how different stakeholders can contribute:

A. The role of leadership in fostering an inclusive environment

Leaders have the power to shape the workplace culture. They can promote DEIB by:

• Communicating the importance of DEIB and setting clear expectations
• Allocating resources for DEIB initiatives and training
• Leading by example and modeling inclusive behavior
• Holding themselves and others accountable for creating an inclusive workplace

B. The importance of employee engagement and participation

Employees are the backbone of any DEIB initiative. They can contribute by:

• Actively participating in DEIB activities and training
• Speaking up when they witness or experience non-inclusive behavior
• Sharing their perspectives and experiences to help others learn and grow
• Supporting and advocating for their colleagues from diverse backgrounds

C. Collaboration between HR, managers, and employees

Creating an inclusive workplace requires collaboration between HR, managers, and employees. HR can provide the necessary resources, training, and support for DEIB initiatives. Managers can ensure that their teams are engaging in DEIB activities and that everyone feels included and valued. Employees can provide feedback, ideas, and support to help shape the DEIB strategy.

By working together, leadership, employees, HR, and managers can create a workplace culture that genuinely values and embraces diversity and inclusion.

IV. Diversity and Inclusion Activities at Work

Now that we understand the importance of DEIB and who’s responsible for promoting it, let’s explore some engaging diversity and inclusion activities in the workplace.

A. Icebreaker Activities

Icebreaker activities are a great way to kick off any DEIB initiative. They help employees get to know each other better and create a more comfortable and open environment for discussing sensitive topics. Here’s an example:

1. Example: “Identity Sharing: I Am…But I Am Not”

In this activity, employees share three things about themselves: one that is true and fits a common stereotype about their identity group, one that contradicts a common stereotype, and one that is not true but is a common stereotype. For example, “I am Asian and good at math. I am Asian, but I am not a doctor. I am Asian, but I am not submissive.” This activity helps break down stereotypes and promotes understanding and empathy among employees.

2. Purpose and benefits of icebreaker activities

Icebreaker activities serve several purposes:

• They help employees get to know each other on a personal level
• They create a more relaxed and open environment for discussing sensitive topics
• They promote understanding and empathy by breaking down stereotypes and assumptions
• They encourage employees to share their unique perspectives and experiences

Starting with an icebreaker activity can set the stage for more in-depth and meaningful DEIB conversations and initiatives.

B. Educational Activities

Educational activities are designed to help employees learn about diversity and inclusion. They can include workshops, seminars, book clubs, and more. Here are a few examples:

1. Diversity and Inclusion Book Club

Starting a diversity and inclusion book club is a great way to encourage employees to learn about different perspectives and experiences. Employees can take turns selecting books exploring race, gender, sexuality, disability, and more. They can then meet regularly to discuss the books and share their thoughts and insights.

Some popular books for a diversity and inclusion book club include:

• “So You Want to Talk About Race” by Ijeoma Oluo
• “The New Jim Crow” by Michelle Alexander
• “The Color of Law” by Richard Rothstein
• “White Fragility” by Robin DiAngelo
• “Between the World and Me” by Ta-Nehisi Coates

2. Implicit Association Test

The Implicit Association Test (IAT) is an online tool that helps individuals identify their unconscious biases. It measures the strength of associations between concepts (e.g., black people, gay people) and evaluations (e.g., good, inadequate) or stereotypes (e.g., athletic, clumsy). Employees can take the IAT individually and then discuss their results as a group. This activity can help employees become more aware of their biases and work towards overcoming them.

You can find the Implicit Association Test at Project Implicit.

3. Interactive D&I Exercises

Interactive D&I exercises are designed to help employees experience and understand different aspects of diversity and inclusion. For example:

• Power Flower Exercise: In this exercise, employees create a “power flower” by identifying their social identities (e.g., race, gender, class) and the power or privilege associated with each identity. They then discuss how these identities intersect and impact their experiences in the workplace.
• Stereotype Exercise: In this exercise, employees write down stereotypes associated with different identity groups (e.g., women, LGBTQ+ individuals, people with disabilities). They then discuss how these stereotypes can lead to bias and discrimination in the workplace and brainstorm ways to challenge and overcome them.

These interactive exercises can help employees better understand diversity and inclusion concepts and how they play out in the workplace.

V. Fostering an Inclusive Environment for Remote Teams

With the rise of remote work, fostering an inclusive environment for remote teams has become more critical than ever. Here are some tips and activities for promoting DEIB in a remote setting:

A. Challenges of promoting DEIB in remote settings

Promoting DEIB in a remote setting can be challenging for several reasons:

• Lack of face-to-face interaction can make it harder to build personal connections and trust
• Communication barriers can lead to misunderstandings and conflict
• Differences in time zones, work schedules, and cultural backgrounds can create additional challenges

However, with the right strategies and activities, creating an inclusive environment for remote teams is possible.

B. Virtual diversity and inclusion activities

Many of the activities discussed earlier can be adapted for a virtual setting. For example:

• Virtual Book Club: Employees can read and discuss diversity and inclusion books via video conferencing or online discussion forums.
• Virtual Lunch and Learns: Invite speakers from diverse backgrounds to share their experiences and perspectives via webinar or video conferencing.
• Virtual Icebreakers: Use online tools like Kahoot or Mentimeter to create fun and engaging icebreaker activities that help remote employees get to know each other better.

C. Leveraging technology to create an inclusive remote workplace

Technology can be a powerful tool for creating an inclusive remote workplace. Here are some ways to leverage technology:

• Accessible Communication Tools: Ensure that all communication tools (e.g., video conferencing and instant messaging) are accessible to employees with disabilities. Provide captions, transcripts, and other accommodations as needed.
• Inclusive Virtual Backgrounds: Encourage employees to use virtual backgrounds that embrace diversity and inclusion, such as pride flags or cultural symbols.
• Employee Resource Groups (ERGs): Create virtual ERGs for employees from different identity groups to connect, support each other, and advocate for change.

By leveraging technology and adapting DEIB activities for a virtual setting, you can create an inclusive environment for your remote team members.

VI. Measuring the Success of Your DEIB Initiatives

Measuring the success of your DEIB initiatives is crucial for ensuring that your efforts are making a real impact. Here are some tips for tracking progress and gathering feedback:

A. The importance of tracking employee engagement and feedback

Tracking employee engagement and feedback is essential for understanding how your DEIB initiatives are being received and what impact they are having. Some ways to gather feedback include:

• Employee Surveys: Conduct regular surveys to gauge employee perceptions of diversity and inclusion in the workplace. Ask questions about belonging, fairness, and opportunities for growth and advancement.
• Focus Groups: Hold focus groups with employees from different backgrounds to gather more in-depth feedback on your DEIB initiatives. Ask about what’s working well, what could be improved, and what additional support or resources are needed.
• Exit Interviews: Conduct interviews with employees leaving the company to gather insights on how diversity and inclusion may have impacted their experience and decision to leave.

B. Using Pulse Surveys to assess your DEIB strategies

Pulse surveys are short, frequent surveys that allow you to gather real-time feedback on specific topics or initiatives. They can be a powerful tool for assessing the effectiveness of your DEIB strategies. Here are some tips for using pulse surveys:

• Keep it short: Limit your pulse survey to 5-10 questions to encourage participation and avoid survey fatigue.
• Focus on specific topics: Use pulse surveys to gather feedback on specific DEIB initiatives or issues, such as a recent training or event.
• Act on the feedback: Use the insights from pulse surveys to make real-time adjustments and improve your DEIB strategies.

C. Continuously improving and adapting your DEIB activities

Creating a diverse and welcoming workplace is an ongoing process. It’s important to continuously assess and adjust your DEIB activities based on employee feedback and changing needs. Some ways to ensure continuous improvement include:

• We regularly review metrics. We track diversity metrics (e.g., representation, retention, advancement) and inclusion metrics (e.g., employee engagement, belonging) to identify areas for improvement.
• Updating and expanding activities: Regularly update your DEIB activities based on employee feedback and best practices. Feel free to try new things and iterate based on what works and doesn’t.
• Celebrating progress: Celebrate milestones and progress to keep employees engaged and motivated. Recognize individuals and teams who are making a positive impact on diversity and inclusion in the workplace.

By continuously tracking progress, gathering feedback, and adapting your DEIB activities, you can create a truly diverse and welcoming workplace that values and embraces diversity.

VII. Expert Tips for Leaders to Build an Inclusive Workplace

As a leader, you play a crucial role in setting the tone for diversity and inclusion in the workplace. Here are some expert tips for building a diverse and welcoming workplace:

A. Lead by example

• Model inclusive behavior in your interactions with employees and colleagues
• Use inclusive language and avoid stereotypes or biased remarks
• Speak up when you witness non-inclusive behavior and hold others accountable

B. Encourage open communication and feedback

• Create a safe space for employees to share their perspectives and experiences
• Actively listen to feedback and take action to address concerns
• Encourage employees to speak up when they witness or experience non-inclusive behavior

C. Provide ongoing training and education

• Offer regular diversity and inclusion training for all employees, including leaders
• Provide resources and support for employees to learn about different aspects of diversity and inclusion
• Encourage employees to attend external workshops, conferences, and events related to diversity and inclusion

D. Celebrate diversity and create a sense of belonging

• Recognize and celebrate the unique contributions and achievements of employees from diverse backgrounds
• Create employee resource groups (ERGs) for employees from different identity groups to connect and support each other
• Foster a culture of belonging where every employee feels valued and respected for who they are

By leading by example, encouraging open communication, providing ongoing education, and embracing diversity, you can create a workplace culture that genuinely values and includes all employees.

VIII. Frequently Asked Questions (FAQ)

A. How often should we conduct diversity and inclusion activities at work?

The frequency of diversity and inclusion activities at work will depend on your organization’s size, needs, and goals. However, it’s important to make DEIB a consistent and ongoing priority. Some organizations hold monthly or quarterly events, while others integrate DEIB activities into regular team bonding, team-building activities, and training sessions. The key is to make DEIB a regular part of your workplace culture rather than a one-time event.

B. How can we make diversity and inclusion training more enjoyable?

To make diversity and inclusion training more enjoyable, try incorporating interactive and engaging elements such as:

• Group discussions and activities
• Role-playing scenarios
• Multimedia content (e.g., videos, podcasts)
• Gamification (e.g., quizzes, challenges)
• Storytelling and personal sharing

Make sure to create a safe and supportive environment where employees feel comfortable participating and sharing their experiences.

C. What are some fun diversity and inclusion games?

Some fun diversity and inclusion games include:

• Diversity Bingo: Create bingo cards with different diversity and inclusion statements (e.g., “speaks more than one language,” “has lived in another country”). Employees mingle and try to find colleagues who match each statement.
• Inclusion Scavenger Hunt: Create a scavenger hunt with clues related to diversity and inclusion. Employees work in teams to solve the clues and learn about different aspects of DEIB along the way.
• Diversity Jeopardy: Create a Jeopardy-style game with categories related to diversity and inclusion (e.g., “Unconscious Bias,” “Microaggressions”). Employees compete in teams to answer questions and learn about DEIB topics.

Remember to keep the games respectful and inclusive and to debrief afterward to reinforce learning and insights.

D. How do diversity and inclusion events help boost morale?

Diversity and inclusion events help boost morale by:

• Creating a sense of belonging and community among employees
• Providing opportunities for employees to learn about and appreciate each other’s differences
• Demonstrating the organization’s commitment to creating a diverse and welcoming workplace
• Encouraging open communication and dialogue around diversity and inclusion topics
• Celebrating the unique contributions and achievements of employees from diverse backgrounds

Employees who feel valued, respected, and included are more likely to be engaged, motivated, and committed to their work and the organization.

IX. Conclusion

Creating a diverse and welcoming workplace is not only the right thing to do, but it also makes good business sense. Companies prioritizing DEIB tend to have higher employee engagement, better decision-making, and improved business outcomes. You can take concrete steps toward transforming your workplace culture by implementing the 15 engaging diversity and inclusion activities at work outlined in this article.

Remember, DEIB is an ongoing journey, not a destination. It requires consistent effort, commitment, and collaboration from everyone in the organization. By making DEIB a regular part of your workplace culture, you can create a truly inclusive work environment where employees feel valued, respected, and empowered to bring their whole selves to work.

So, take action today. Start with one or two activities and build from there. Engage your employees, gather feedback, and continuously improve and adapt your DEIB strategies. We can create workplaces that celebrate diversity, promote equity, and foster a sense of belonging for all.