In today’s evolving workplace, Diversity, Equity, Inclusion, and Belonging (DEIB) is more than a corporate buzzword - it’s a critical foundation for success. A truly inclusive workplace goes beyond diversity numbers; it cultivates a sense of belonging, where every employee feels seen, heard, and valued.
This week, we are excited to welcome back Pinky Ghadiali for her second article for Calmer, to explore why it is so important for workplaces to prioritise DEIB, how this links to improved mental wellbeing, and strategies for creating inclusive workplaces.
Why DEIB is essential for workplace success
We’ve all been in situations where we felt like an outsider in a room full of people. It’s uncomfortable, disempowering, and if it happens repeatedly, it can impact confidence and performance. Unfortunately, this is a reality for many women and underrepresented groups in the workplace.
Research shows that diverse, equitable, and inclusive organisations consistently outperform those that are not. A 2020 McKinsey report found that companies in the top quartile for gender diversity were 25% more likely to achieve above-average profitability, while organisations with strong ethnic and cultural diversity outperformed competitors by 36%.
However, representation alone is not enough. Employees need to feel psychologically safe to experience a sense of belonging - the "B" in DEIB. When employees feel safe to express themselves, they are more engaged, productive, and mentally healthy. How many times have we seen a woman’s idea dismissed in a meeting, only to be praised when a male colleague says the same thing? It’s frustrating, and it happens far too often.
At Netwomen, we’re tackling this head-on by helping women build the confidence to own their voices, advocate for themselves, and push for systemic change. According to a study by BetterUp, employees who experience a high sense of belonging show a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in sick days.
Beyond financial performance, companies that prioritise DEIB benefit from increased creativity and problem-solving. A Harvard Business Review study found that diverse teams are 70% more likely to capture new markets and generate fresh ideas. This is because diverse perspectives challenge groupthink and encourage more innovative approaches to workplace challenges. When organisations build cultures of belonging, employees feel confident bringing their whole selves to work, leading to more authentic collaboration, stronger relationships, and greater business success.
The link between DEIB and mental wellbeing
A workplace lacking inclusion and belonging can lead to stress, burnout, and disengagement. Research from Deloitte found that 61% of employees who feel excluded experience higher stress levels and lower job satisfaction. Conversely, a workplace that fosters belonging reduces anxiety, depression, and employee turnover.
Real-world solutions for improving mental health through DEIB include flexible work policies, mental health support programs, and regular employee check-ins. Companies have successfully integrated mental wellness into their DEIB strategies by offering employee resource groups, counselling/coaching sessions, and wellbeing days to help employees manage stress and burnout. Additionally, fostering a speak-up culture, where employees feel safe addressing concerns without fear of retaliation, plays a crucial role in maintaining psychological safety in the workplace.
At Netwomen, we see this firsthand through our Aspiring Leaders Circle. More than just leadership training, it’s a psychologically safe space where women can share their experiences, gain support, and build strategies to navigate workplace challenges. It’s been incredible to see the transformation that happens when women realise, they’re not alone - that they are part of a community where they have brave and real conversations.
Overcoming barriers to inclusive workplaces
Despite the benefits of DEIB, many employees - especially women and those from underrepresented groups - still face bias, exclusion, and barriers to communication.
A Catalyst report highlights that over 40% of women experience communication bias, where their ideas are either dismissed or credited to male colleagues. Women from minority backgrounds often face additional cultural and systemic obstacles that hinder their professional growth.
At the end of the day, people don’t leave companies, they leave toxic environments. By prioritising DEIB and mental wellbeing, businesses not only retain top talent but also create thriving, high-performing teams.
Strategies for creating inclusive workplaces
1. Leadership Commitment to DEIB
True inclusion starts at the top. Organisations must embed DEIB principles into their culture, policies, and leadership training. We have seen through our own programs how this can help businesses cultivate inclusive leaders who champion belonging, address bias, and foster open communication.
2. Creating Psychological Safety
A workplace where employees fear judgment stifles innovation, engagement, and mental well-being. Creating psychological safe spaces allows employees to voice concerns, share ideas, and contribute authentically.
3. Using Inclusive Language and Cultural Competence
Language shapes workplace culture. Words can either reinforce biases or foster inclusivity. Research by the Linguistic Society of America shows that using gender-neutral and inclusive language reduces stereotypes and creates a more welcoming environment.
Cultural competence is also crucial in diverse workplaces. Deloitte’s research found that inclusive teams outperform their peers by 80% in team-based assessments. Recognising cultural differences, celebrating diverse holidays, and actively learning about colleagues’ backgrounds can strengthen workplace relationships and build a culture of respect and understanding.
4. Prioritising Mental Wellbeing in DEIB Efforts
Companies that integrate mental health initiatives into their DEIB strategies see higher employee satisfaction, lower absenteeism, and stronger retention rates. Providing mental health resources, mentorship programs, and work-life balance policies ensures that employees feel supported both professionally and personally.
A call to action: creating inclusive and thriving workplaces
Building an inclusive workplace isn’t a tick box exercise - it’s a continuous commitment. By championing DEIB, fostering belonging, and prioritising mental wellbeing, organisations create environments where employees feel valued, respected, and empowered to succeed.
Be the change you want to see. By fostering a culture of inclusion and belonging, individuals and businesses can create workplaces where mental wellbeing, innovation, and productivity thrive.
Pinky Ghadiali is the visionary Founder and CEO of Netwomen, a global online community dedicated to fostering inclusive workplace culture, leadership, and equity. With a mission to bridge the gender gap and drive meaningful change, she has built Netwomen into a powerful platform that supports organisations in attracting, retaining, and advancing diverse talent, particularly women and ethnic minorities. Netwomen offers leadership development programs to businesses committed to building inclusive high-performing workplaces. Connect with Pinky and join the movement to redefine leadership and workplace culture at Netwomen.
Join Netwomen’s fireside chat in March - How to grow and lead in difficult times.