Despite what the headlines suggest, diversity is evolving—not ending. For organizations to whom DEI was always merely another box to tick, the trend may feel tired—that much is true. But for high-performing organizations that understand the transformative impact of diversity, equity, and inclusion on belonging, engagement, and resilience, the case for deeper investment has never been stronger. 

“In [the corporate world], DEI critics and naysayers are just one group,” writes Donald Thompson, CDE®, award-winning CEO and Founder of The Diversity Movement, A Workplace Options Company. “A second group are the leaders who understand the business benefits of DEI and are vocal about wanting to continue to improve their workplace culture.”  

As the most successful leaders already know, DEI is about more than representation—and it’s only one essential element of a comprehensive strategy to foster engagement, wellbeing, and trust at work.  

Putting DEI in Context: The Power of Integration Over Isolation 

On its own, diversity is not enough to unlock the full benefits that a thoughtful approach to DEI, employee engagement, and wellbeing can deliver. To truly put their all into their work—to contribute innovative ideas and drive meaningful results—employees need to feel genuinely seen, heard, and valued for who they are. Inclusion can’t be passive—they need to experience it actively, from both leaders and peers. They need to be able to trust their managers and colleagues, in order to collaborate, seek support, or raise concerns without fear. They need to feel safe to share their own perspectives and take calculated risks. And above all, they need to feel uplifted and empowered at the individual level—by leaders committed to their personal growth as much as to the company’s bottom line.  

This is the foundation of the WPO Employee Engagement Model—built by Thompson and his team at The Diversity Movement to help leaders transform trust and inclusion into performance and sustainable success. 

At its core are the six leadership strategies every executive must adopt to build a culture of engagement and belonging: communication, psychological and physical safety, DEI, relationship-building, inclusive leadership, and career navigation. In this framework, DEI becomes part of a dynamic system that, together, cultivates an environment where diverse teams can excel. 

No matter their background or identity, every employee shares four fundamental needs to thrive: wellbeing, belonging, trust, and opportunities for growth. These are the outcomes the six leadership strategies are designed to support—and what comprise the real drivers of collaboration, innovation, retention, and performance: the hallmarks of engagement. That is why demographic diversity alone rarely delivers the ROI that experts and high-performing companies associate with DEI. 

It is not enough to hire diverse talent. It’s not enough to comply with inclusive hiring policies or check the box on equity audits. And it’s certainly not enough to roll out one-off training or awareness campaigns. Without a lived culture of care and inclusion—without leaders who actively and consistently foster belonging, connection, and psychological safety—DEI efforts lose their impact. This is where many trend-driven initiatives fall short, and why some organizations are retreating from DEI altogether. But the most committed leaders know the truth: sustained inclusion is not only essential for individual wellbeing—it’s the foundation of engaged, innovative, and high-performing teams. 

“I’ve worked with enough organizations to know: it’s not the performative gestures that move the needle—it’s consistent, authentic, people-centered leadership that creates lasting impact,” Thompson says. “I’ve seen what happens when leaders go beyond the optics—when they back up their DEI pledges with empathetic leadership, inclusive communication, and a personalized approach to wellbeing and engagement. That’s when culture shifts, and results follow.” 

The Measurable Payoff: Why DEI is a Smart Strategy—Not Just a Moral Imperative 

The data doesn’t lie. Organizations that embed DEI into their overall engagement strategy see: 

• 87% increased efficiency (“[making] decisions twice as fast within half as many meetings,” according to Forbes) 
• 56% higher performance (Forbes) 
• 36-50% more profitability (McKinsey) 
• 19% more innovation (HBR) 

The case for higher engagement and retention is equally compelling, as: 

• 76% of job seekers consider diversity an important factor when evaluating potential employers (Glassdoor) 
• Employees who feel a strong sense of belonging are 50% less likely to quit and 75% less likely to take a sick day (Forbes) 
• 90% of employees who feel a strong sense of belonging report feeling engaged, compared to just 20% of those who don’t (Qualtrics) 

How Leaders Can Revitalize DEI: From Lackluster Compliance to Lived Culture 

As the WPO Employee Engagement Model illustrates, DEI cannot thrive in isolation. To unlock its full power, leaders must pair their approach with a thoughtful commitment to communication, psychological and physical safety, relationship-building, career navigation, and, above all, inclusive leadership.  

Inclusive leadership is not a feel-good catchphrase—it’s a proven business discipline with measurable impact. According to Thompson, inclusive leaders are those who excel in seven core competencies:  

• Communication – engaging in transparent, two-way dialogue that encourages all voices to be heard 
• Collaboration – building partnerships across differences and inviting employees into decisions that affect them 
• Capability – recognizing and building on the unique strengths of every team member 
• Growth mindset – being open to feedback, learning, and continuous improvement 
• Cultural intelligence – understanding and valuing different lived experiences and perspectives 
• Reliability – being consistent and dependable in creating safe, equitable environments 
• Self-awareness – understanding one’s own biases, power, and impact on others 

To champion inclusivity—and thus to create environments that are safe, supportive, and empowering—leaders must commit themselves to nurturing diversity daily. That means shifting from top-down communication to active listening and shared dialogue. It means designing workflows that allow every employee to play to their strengths, and making strategic decisions with input from those they will affect.  

Just as importantly, it requires leaders to take full ownership of the behaviors and the culture they shape—holding themselves accountable for protecting employees from bias, discrimination, exclusion, and harassment, and actively fostering a space where everyone can bring their full, authentic selves to work.  

Above all, it means doing the ongoing work of translating diversity into value— not by expecting representation alone to drive performance, but by cultivating the conditions where every individual feels safe to contribute, innovate, and lead. 

There are innumerable ways leaders can achieve this, such as by: 

• Investing in relationships: engaging in every interaction with an open mind and a sincere desire to learn—using inclusive language that shows deep respect for others and a steadfast commitment to celebrating their unique identities and differences. 
• Practicing patience: actively seeking out underrepresented voices by encouraging open dialogue, asking questions to clarify, and using phrases like “Tell me more,” and “What else can you share?” to create space for deeper insights and making employees feel valued. 
• Listening with intent and sensitivity: asking thoughtful questions to gain clarity and attuning oneself to different accents and speech patterns—replacing phrases like “What?” or “I didn’t understand you,” with “I’m sorry, can you repeat that for me?” to take the blame off the speaker and reduce any discomfort. 
• Leading from the side: promoting group decision-making, encouraging diverse perspectives, incorporating feedback, and celebrating shared successes—replacing ‘control and command’ with ‘collaborate and co-create.’ 
• Embracing continuous learning: actively pursuing opportunities for self-improvement—expanding cultural intelligence, addressing unconscious biases, and remaining open to new ideas, perspectives, and connections. 
• Fostering human connection: creating opportunities for employees to bond, communicate, and collaborate—ensuring each individual feels like an integral part of the team. 

When leaders take this responsibility seriously—when they nurture inclusion with the same commitment they bring to operational excellence or financial performance—engagement, innovation, and sustained success naturally follow.  

Fueling Engagement with Enhanced DEI: 5 Resources for Leaders 

Helping organizations cultivate environments where individuals feel safe, valued, and empowered to bring their full, authentic selves to work lies at the heart of Workplace Options’ mission. Backed by insights from millions of interactions with employees around the world, WPO delivers tailored strategies and data-driven solutions that support the design of psychologically safe, supportive, and high-performing workplaces.  

Through holistic wellbeing solutions, expert consulting and coaching services, and high-impact, evidence-based resources, WPO equips leaders with the tools, insights, and support needed to unlock the full potential of their teams. 

Below are five essential resources leaders can leverage to transform their approach to DEI and drive greater engagement:  

1. The Diversity Movement (TDM)

A Workplace Options Company co-founded by Thompson, Jackie Ferguson, VP of Content and Programming, and Kurt Merriweather, CDE®, VP of Innovation, The Diversity Movement (TDM) is a results-oriented, data-driven strategic partner for organization-wide diversity, equity, and inclusion initiatives. TDM’s integrated approach blends data-informed insight, award-winning content, innovative technology, and expert consulting to help leaders drive sustainable culture change and achieve better business outcomes.  

Key services and solutions include: 

• Leadership Assessment and Development: With TDM LeaderView™, organizations gain clear insights into leadership capabilities across the seven core competencies of inclusive leadership. Backed by TDM’s award-winning content, its personalized learning journeys equip leaders to grow in cultural competence—fostering cohesive, high-performing teams.  
• MicroVideos: TDM’s MicroVideos library offers hundreds of short, informative videos across more than 20 DEI topics—providing actionable, to-the-point takeaways to empower leaders to put DEI principles into practice right away and incorporate microlearning into the everyday flow of work. 
• Online Courses: Proudly recognized as both a SHRM-CP(R) and SHRM-SCP(R) Recertification Provider and Certified Association Executive (CAE) Registered Provider, TDM offers a multitude of comprehensive, self-paced online courses to help professionals grow their DEI competencies and earn credentials.  
• Analytics: With TDM Analytics, organizations receive data-driven insights to evaluate the effectiveness of their DEI efforts—gathering authentic employee feedback, benchmarking progress against other organizations, and accessing a streamlined dashboard that helps leaders visualize data and drive meaningful, targeted action. 
• Content Library: Informed by TDM’s partnership with hundreds of organizations, the TDM Library empowers teams to integrate DEI best practices into daily workflows—boosting collaboration and productivity. With a searchable library covering more than 30 topical areas, the TDM Library offers the tools, resources, and expert guidance users need to apply DEI concepts immediately and drive impact across the organization. 
• Coaching: TDM’s Group Coaching sessions create a collaborative space where leaders and teams can deepen their understanding of DEI, build cultural competence, and translate inclusive leadership principles into everyday action. Led by expert coaches, these facilitated sessions encourage dialogue, peer learning, and accountability—equipping participants with practical strategies, real-time feedback, and honest counsel to drive sustainable culture change. 

Learn more at https://thediversitymovement.com/. 

2. The Inclusive Leadership Handbook 

In today’s era of global teams and multicultural workforces, The Inclusive Leadership Handbook: Balancing People and Performance for Sustainable Growth, written by Thompson and Merriweather, is an indispensable resource for leaders navigating the complexities of the modern workplace. This powerful guide reveals the keys to inclusive leadership, offering actionable strategies and insights to help leaders at all levels build trust, foster collaboration, and unlock the potential of every team member.  

Drawing from global case studies and decades of experience, the authors provide actionable steps to create innovative, high-performance cultures, improve employee engagement, and achieve business excellence. With its focus on continuous self-improvement, emotional intelligence, and cultural competence, The Inclusive Leadership Handbook offers a clear roadmap for leaders committed to fostering inclusive, impactful work environments. 

Key features of The Inclusive Leadership Handbook include: 

• Strategies for building employee engagement centered on inclusive leadership competencies that contribute to psychological safety 
• Practical steps to unlock the full potential of every team member 
• Insights and case studies from global thought leaders on fostering workplace creativity, innovation, and excellence. 
• Guidance on creating cultures that strengthen belonging and wellbeing. 

“Donald Thompson and Kurt Merriweather have written an important book that enables leaders to steer through the intricacies of inclusive leadership in today’s global corporate landscape,” says Timothy Humphrey, Chief Analytics Officer, NC Senior State Executive and RTP Senior Location Executive, IBM. “I’ve witnessed firsthand how the principles and ideas addressed in The Inclusive Handbook can create stronger teams and deepen innovation.” 

Learn more at https://thediversitymovement.com/product/the-inclusive-leadership-handbook/. 

3. TDM’s 2025 Employee Engagement Trends & Predictions Report 

Tracking the evolving needs of today’s global workforce, TDM’s 2025 Employee Engagement Trends & Predictions Report provides a comprehensive overview of the latest DEI and inclusive leadership trends that are shaping the future of work. This annual report highlights how forward-thinking organizations are embedding DEI into their core strategies to foster inclusive environments that ensure long-term success.  

Key trends explored in this year’s edition include the continued adoption of hybrid work the growing need for employees to develop cross-cultural communication and collaboration, and the increasing focus on workplace wellbeing and psychological safety as drivers of engagement and retention. 

As the authors predict in their summary of the report, “Astute executives will increasingly prioritize and invest in culture-building strategies, broadening their focus to encompass holistic employee engagement rather than concentrating exclusively on DEI initiatives,” reiterating the idea that high-performing organizations aren’t shifting away from DEI—just shifting their approach. 

Download the full report at https://thediversitymovement.com/2025-employee-engagement-trends-report/. 

4. TDM’s Bridging Communication Gaps White Paper 

Effective communication lies at the heart of strong collaboration and high performance, especially in diverse, global teams. TDM’s Bridging Communication Gaps white paper delves into the unique communication challenges that arise in multinational, multicultural environments. From accent bias to cultural disconnects, these barriers can undermine productivity, create misunderstanding, and significantly increase turnover—resulting in lost opportunities for collaboration and innovation, and greater financial setbacks.  

The white paper offers actionable strategies for overcoming these challenges, focusing on inclusive communication techniques, cultural awareness, and inclusive listening skills. By prioritizing a culture of respect and understanding, organizations can strengthen team cohesion, enhance productivity, and foster global competitiveness, ensuring long-term success and sustainability in today’s interconnected workplace. 

Download the full report at https://thediversitymovement.com/bridging-communication-gaps-whitepaper/. 

5. The Center for Organizational Effectiveness (COE) 

As organizations confront the demands of an increasingly diverse and global workforce, The Center for Organizational Effectiveness (COE) partners with organizations worldwide to build resilient teams and inclusive cultures that drive sustainable success. Specializing in employee engagement, psychological safety, inclusive leadership, and more, the COE helps organizations create workplaces built on trust, collaboration, and innovation through data-driven insights and tailored solutions. 

The CEO’s multifaceted DEI program, encompassing leadership development, policy implementation, and ongoing evaluation, ensures that DEI principles are integrated deeply and sustainably throughout the organization. By continuously assessing and refining strategies, the COE empowers organizations to create environments where diversity is celebrated, equity is prioritized, and inclusion is embedded in every aspect of the workplace. This approach not only strengthens teams’ performance today but also prepares organizations to meet the challenges and opportunities of a rapidly evolving global workforce. 

Learn more at https://consulting.workplaceoptions.com/. 

Embedding DEI for Enduring Impact 

“It’s an unfortunate but undeniable reality: [DEI] is being systematically attacked and weaponized,” Thompson laments. In today’s polarized climate, many organizations are quietly distancing themselves from the DEI label—worried about headlines, political backlash, or being seen as performative.  

But removing the acronym doesn’t remove the need. 

For forward-thinking leaders, the focus now is to move beyond labels and performative actions—and embed DEI into the very fabric of engagement, culture, and performance strategy. As Thompson asserts, “When DEI is fully integrated into how leaders communicate, build trust, and support growth, it stops being a buzzword—and becomes a business advantage.”  

The future of high-performing teams depends on this shift. It’s not about choosing between DEI and performance—when DEI is done right, it drives results. 

Looking to embed DEI in a way that’s transformative—not performative—and drives real, lasting results? WPO and TDM are here to help. Connect with us today.