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Now more than ever, both diversity and inclusion have become priorities in workplaces across all industries around the world. You may have read our blog post on some basic Diversity and Inclusion (D&I) strategies for the workplace. 

  However, diversity and inclusion goes beyond simply hiring people of different backgrounds.  There has to be a continued effort on the company’s part to instil a culture of inclusion and acceptance amongst all employees in order for them to feel well assimilated and accepted.

  The most sustainable strategies have to be realistic, measurable and easily embedded into a workplace’s culture over time. Read on to find out more about some sustainable strategies in the workplace. 


1. Prioritise Metrics

There are various methods by which HR can implement D&I within a workplace. While diversity is easily measured based on background information such as the genders and ethnic backgrounds of employees, the same is a challenge to say about inclusion. 

  In order to effectively track inclusion, employee sentiments and feedback have to be carefully recorded and measured over time. This has to include a specific definition of inclusion, as well as a few factors such as equal treatment and opportunities.

  These can then be measured over time along with changes being made to the company’s policies and culture pertaining to inclusion. Inclusion Indexes such as Gartner’s Inclusion Index provides organizations with a seven-question measure of their ability to foster an inclusive work environment.

  It does so by testing initiatives along seven key factors, including fair treatment, decision making, trust and diversity. 

  Furthermore, a company has to ensure that it can act quickly if necessary based on results. Having a measurable metric system not only means that effective measures can be put in place, it also ensures that HR teams can quickly take action based on the results that they see.


2. Assimilate D&I into Current Business Processes

In order for D&I initiatives to be truly impactful and lasting, initiatives that promote D&I need to be embedded into existing business processes. An area that needs to be stringently looked into is talent management processes. Recruiting, succession planning and performance management are all areas that are prone to bias. 

  Companies can kick off their D&I Strategies by ensuring their recruitment process is accessible to all. This means a standardised list of questions, and being as accommodating as possible when scheduling interviews, especially for those who may be working several jobs. 

  In order to include D&I within succession planning, a more holistic approach is needed that supports change across all levels of the organisation. Organizations need to ensure diversity in all teams involved in decisions for talent acquisition, talent management and leadership development.

  Transparent succession planning with widely communicated goals and benchmarks are also necessary to ensure that the talent pool is not limited.

  As for performance management, customised performance reviews are a good way to better understand the strengths and weaknesses of those in a diverse talent pool.  

  It is also important to nurture, train and help employees develop their individual skills and talents, and offer them equal growth opportunities based on these strengths and weaknesses.

  Examine your workplace for stereotype-reinforcing images, decor, documents and artwork and make changes accordingly. This can be further reinforced by implementing a policy in the company handbook which employees are required to sign. 

  D&I is not something that can be implemented by a one-time training, but rather, has to be introduced into existing processes over time.


3. Stay Updated on the Latest Research

There are new advancements in research regarding ways to enhance D&I happening every day. With this in mind, companies should note that programs and training developed based on research done even just a few years ago, could be less effective at best and at worst, detrimental when it comes to addressing the issues of this day and age.

  A sustainable approach to diversity and inclusion requires staying current with training techniques that incorporate new knowledge about the root causes, symptoms and effects of bias and addresses the current social and organizational issues.


4. Sustain D&I In Your Workplace

Diversity and Inclusion cannot be fostered overnight. Likewise, sustainable change takes plenty of time, effort and research. Bias can permeate a workplace in subtle ways and has to be kept a close eye on.

  However, a diverse team of people who all feel included, seen and appreciated is extremely rewarding not just for these individuals, but for any company as a whole. 


  AYP Group specialises in helping companies across Asia Pacific manage their remote workforce through end-to-end PEO services such as recruitment, employee engagement, training and development.

  To learn more about our HR solutions and how we can help you,

  Contact our PEO experts at


Learn more about how AYP Global Pay lets you:
  • Hire someone in a day
  • Automate global payroll & payments
  • Enable global growth and expansion
Speak to our
HR consultants today