The 5 Key Inclusion and Diversity Initiatives Used by Leading Global Companies and How They Can Benefit Your Business
As we move further into 2025, the concepts of Diversity and Inclusion are now widely recognised and despite pushback, looks like it’s here to stay. However, the definition of diversity extends far beyond race, gender, or ethnicity. It encompasses a broader range of factors, including age, background, personality, and thinking styles.
Diversity awareness has never been more significant, particularly in the workplace and, more specifically, within the fresh produce industry. Our industry thrives on communication and collaboration between individuals from varied backgrounds, cultures, and religions. It also involves recognising and valuing different personality types and cognitive approaches.
As an organisation that creates a diverse workplace, we understand that creating an inclusive environment is not always straightforward. Despite the challenges, the rewards are significant. In this blog, we will explore five key diversity and inclusion initiatives implemented by leading global companies and how they can benefit your business.
Quick Summary
Diversity and inclusion are more than just buzzwords—they are key to business success. True diversity goes beyond race and gender to include age, personality, and ways of thinking. Leading companies reduce bias, create inclusive workplaces, invest in training, offer flexible work options, and track progress with clear goals. Prioritising these efforts helps businesses build stronger teams, retain talent, and drive innovation in a changing market.
1. Eliminate unconscious bias
Unconscious bias can cloud judgment, leading to hiring decisions that do not fully align with the needs of the role or company. This may result in selecting individuals who are not the best fit, which can negatively impact both the employee and the organisation.
A well-known example of unconscious bias is the "Warren Harding Error." Harding became U.S. president largely because he looked presidential, even though he was widely considered ineffective. This highlights how people can make flawed judgments based on appearance rather than ability.
Recognising the impact of bias, leading companies take proactive steps to address it through initiatives like blind recruitment and anonymised CVs. By removing personal identifiers, businesses ensure hiring decisions focus on skills and experience, creating a fairer and more inclusive process.
2. No one will be left behind
It’s surprising, but over 60% of employees feel unheard or excluded in their workplaces. We may underestimate the importance of inclusion and belonging, but the truth is that a lack of inclusion can significantly impact employee satisfaction, productivity, and retention rates. Happy, engaged employees are not only more productive but are also more likely to stay with the company, reducing turnover.
Microsoft created Employee Resource Groups (ERGs) for different employee identities, including women, Black employees, and those with disabilities, to create inclusion and provide a sense of belonging. These groups have been key in helping employees feel supported and engaged with the company.
For companies with fewer resources, like us at LCR, there are still effective alternatives. For example, we use psychometric testing to understand how each team member prefers to communicate, their thinking styles, and their working preferences. This approach is something smaller businesses can implement as well, offering a way to make employees feel heard, and valued without requiring large-scale resources.
3. Investing in Diversity and Inclusion Training
Awareness is the first step toward meaningful change, and leading global companies understand this well. By embracing diversity and inclusion training as part of their core strategies, they create an environment that encourages learning, growth, and inclusion. This approach helps to:
Uncover unconscious biases:
Many biases operate beneath the surface, subtly influencing decisions and actions without conscious awareness. Through targeted training, employees are equipped to identify their own biases and understand how these can affect their interactions, hiring choices, promotions, and team dynamics. By addressing these biases, organisations can build fairer, more equitable practices throughout the company.
Promote inclusive leadership:
Inclusive leadership involves recognising and valuing the diverse perspectives that employees bring to the table. Leaders who are trained in inclusive practices are better equipped to foster environments of trust and collaboration, ensuring that all team members feel heard and respected. In today’s globalised and interconnected business world, this kind of leadership is crucial for navigating challenges and driving team success.
Cultivate a workplace where diversity is celebrated and harnessed:
Diversity should not only be accepted, but actively celebrated as a strategic asset. Inclusive training helps shift the perspective from seeing diversity as a challenge to recognising it as a strength. When employees feel their unique backgrounds and perspectives are valued, they are more motivated and engaged. This, in turn, benefits the organisation by bringing a broader range of ideas, which fuels innovation and more effective problem-solving.
4. Implementing Flexible Work Policies where possible
Flexibility is significant to creating an inclusive and supportive workplace. It allows employees to manage their personal responsibilities and diverse needs more effectively. Leading global companies embrace flexible work policies to ensure all team members feel valued and supported. These policies can include:
Offering remote work options:
By providing the option to work from home, organisations can accommodate employees with varying needs, such as those with disabilities, caregivers, or employees living in different locations. Remote work helps create a more inclusive environment by removing geographical and personal barriers to employment.
Implementing flexible working hours:
Not everyone works best from 9 to 5. Allowing employees to adjust their hours helps accommodate different time zones, caregiving responsibilities, or personal preferences. This flexibility can lead to improved productivity, job satisfaction, and a healthier work-life balance.
Providing supportive parental leave policies:
Inclusive organisations recognise the importance of family responsibilities. Offering generous and flexible parental leave policies for both mothers and fathers helps employees balance work and family life. This not only benefits parents but also creates a supportive environment for those with diverse family structures and caregiving needs.
5. Accountability and Metric Tracking
This is to ensure that diversity and inclusion efforts are having a tangible impact, it's important to implement clear procedures, set measurable targets, and track progress consistently. Holding leadership accountable for diversity and inclusion (DEI) goals helps maintain focus and drives real change. Here's how to implement effective accountability and tracking:
Set clear diversity, equity, and inclusion (DEI) goals:
Define specific, measurable goals related to diversity and inclusion, such as increasing the representation of underrepresented groups in leadership roles, improving employee satisfaction across different demographics, or reducing the pay gap. Having clear goals ensures that the organisation stays focused and can assess progress.
Create a culture of accountability:
Accountability starts at the top. Leaders should be responsible for meeting DEI goals, whether it's through team-based metrics or personal performance targets. Encouraging leaders to take ownership of DEI efforts helps create a culture where diversity and inclusion are prioritised at every level.
Use metrics like gender and ethnic representation, employee satisfaction surveys, pay equity audits, and more:
Regularly track and analyse data on workforce demographics, pay disparities, employee satisfaction, and retention rates. This data provides valuable insights into where the organisation stands and what areas need improvement, helping to make informed decisions for further action.
Make regular reports on DEI efforts:
Transparency is key. By regularly reporting progress, whether through annual reports or quarterly updates, companies show their commitment to DEI goals and keep the organisation engaged. Regular reporting also creates trust and ensures that DEI remains a priority within the organisation.
Incorporating diversity and inclusion initiatives within your business is no longer a choice—it’s a necessity. By implementing practices like eliminating unconscious bias, creating inclusion through Employee Resource Groups, investing in training, offering flexible work policies, and holding leadership accountable, businesses can create more equitable, engaged, and innovative workplaces. The benefits are clear: companies that embrace diversity not only see increased employee satisfaction and retention but are better positioned to thrive in a rapidly changing global market.
As businesses in the fresh produce industry and beyond continue to evolve, prioritising diversity and inclusion will help build stronger, more resilient teams, while also improving client relations and driving success. The journey toward a truly inclusive workplace may not be easy, but the long-term impact makes it well worth the effort.
Key Takeaways:
• Diversity is More than Race and Gender: True diversity goes beyond surface-level differences and includes factors like personality, thinking styles, and experiences.
• Eliminate Unconscious Bias: Initiatives like blind recruitment can help remove biases from the hiring process and ensure fairness.
• Make Sure No One is Left Behind: Employee Resource Groups (ERGs) or alternative methods like psychometric testing help employees feel heard, valued, and supported.
• Invest in Training: Diversity and inclusion training empowers employees to understand and overcome biases, creating a more inclusive work environment.
• Implement Flexible Work Policies: Flexible working options, including remote work and adjusted hours, help employees balance their personal and professional lives, enhancing overall productivity and satisfaction.
• Measure Progress and Hold Leaders Accountable: Clear goals and regular metrics tracking ensure that diversity and inclusion remain a priority at all levels of the organisation.
As your business grows and evolves, having the right talent in place is key to driving success. Whether you need expertise in LATAM, Australia, the USA, Europe, the UK, or the UAE, our executive search services are designed to streamline your hiring process, and ensure you meet your business needs. Get in touch for a chat about how we can support your recruitment goals and help future-proof your team. We're here to make hiring simpler and more efficient.
