Despite recent pushback against DEI initiatives, the data shows a clear majority of U.S. workers agree that focusing on diversity, equity, and inclusion in the workplace is a positive thing. In a comprehensive 2023 survey by the Pew Research Center, for instance, 56% of employees stated that a workplace focus on DEI is a good thing. As a result, many forward-thinking companies are moving ahead with their commitment to DEI policies.

Creating an inclusive workplace might be an ongoing journey, but that doesn’t mean there aren’t milestones along the way. In fact, the only way to integrate diversity, equity, and inclusion (DEI) throughout a company is to set meaningful, measurable, and achievable goals. These goals provide a roadmap to mark progress and maintain momentum.

Many factors influence the most effective DEI goals, including company size, industry, workforce demographics, and leadership priorities. While every company must decide which goals are right for them, this article will examine how a strategic focus on DEI helps companies—and the relationships within them-prosper.

Navigating a Shifting Legal and Social Landscape

In recent years, the conversation around DEI has evolved significantly due to shifting judicial and legislative landscapes. This trend was sharply accelerated in January 2025 by a series of Executive Orders that aim to reshape policy for federal agencies and their private-sector partners.

Specifically, Executive Order 14151 mandated the termination of DEI programs and offices across the federal government. This was followed by Executive Order 14173, which extended this pressure to federal contractors by requiring them to certify that their internal DEI programs do not violate federal anti-discrimination laws as interpreted by the current administration.

In response to this direct regulatory pressure and the broader legal uncertainty, many businesses are pragmatically reframing their initiatives. You may see terms like “employee engagement,” “talent strategy,” or “workplace belonging” used more frequently. This is not necessarily an abandonment of core principles, but rather a strategic adaptation.

The goal remains the same: to create a fair, inclusive, and high-performing environment where every employee can thrive, while carefully navigating a complex and evolving external landscape. This approach focuses on the positive outcomes of DEI—like fairness and team cohesion—that align directly with universal business goals.

From Policy to Practice: How DEI Fosters Workplace Relationships

While often discussed in terms of hiring metrics and corporate policy, the true power of DEI is realized in the day-to-day interactions between team members. A successful DEI strategy directly enhances interpersonal relationships and team cohesion in several critical ways.

Building Psychological Safety

When employees feel that their unique background and perspective are valued, it creates an environment of psychological safety. This means they are more comfortable speaking up, sharing innovative ideas, and admitting mistakes without fear of judgment or retribution. Teams with high psychological safety are more creative, resilient, and effective at problem-solving because they can leverage the full spectrum of their members’ thoughts and experiences.

Enhancing Conflict Resolution Workplace

Disagreements are inevitable, but diverse teams can sometimes face friction rooted in different communication styles or cultural norms. Effective DEI initiatives provide employees with the tools for enhanced cultural competency. This training helps team members approach disagreements with empathy and curiosity rather than judgment, leading to healthier, more constructive conflict resolution that strengthens relationships instead of straining them.

Fostering Meaningful Mentorship

Well-structured DEI programs often include mentorship and sponsorship opportunities that connect employees across different departments, demographics, and levels of seniority. These programs intentionally build bridges that might not otherwise form, fostering powerful professional relationships. A junior employee gains invaluable guidance, while a senior leader gains a deeper understanding of the challenges and perspectives within their own organization, strengthening the entire company fabric.

Taking Action: 4 Steps to Strengthen Your DEI Strategy

Employees who feel valued and included are more likely to be engaged and stay with the company long-term. Inclusive workplaces also contribute to better mental and physical health among employees. Here are four concrete steps to build and strengthen your DEI efforts:

Establish a DEI Committee: Form a dedicated, cross-functional team responsible for developing and implementing your DEI strategy. This committee should be empowered to set measurable goals, gather employee feedback, champion initiatives, and report on progress to ensure accountability across the organization.
Conduct Regular DEI training: Offer ongoing training sessions to all employees, from new hires to the C-suite. Focus on practical topics like recognizing unconscious bias, developing cultural competency, and practicing inclusive leadership. Effective training is not a one-time event but a continuous process of learning and reinforcement.
Implement Inclusive Hiring Practices: Review and revise your entire recruitment process, from job descriptions to interview panels. Use neutral language, ensure diverse representation among interviewers, and standardize evaluation criteria to ensure you are attracting a wide pool of qualified candidates and giving everyone an equitable opportunity to succeed.
Monitor and Report Progress: What gets measured gets managed. Regularly assess your DEI metrics—related to hiring, promotion, retention, and employee sentiment—and share progress transparently with your team. Celebrating success helps build momentum, while honestly identifying areas for improvement fosters trust and reinforces your commitment.

Your Next Steps in the DEI Journey

Building a truly inclusive and equitable workplace is a continuous journey of improvement, not a final destination. The most successful organizations understand that a genuine commitment to DEI requires more than symbolic gestures; it demands integrating these principles into the core of their operations. By actively listening to their employees, learning from their experiences, and adapting their strategies, these companies foster a resilient culture where everyone can achieve their full potential.

This commitment to fostering strong internal relationships and ensuring equitable opportunities is what transforms a good company into a great one. It is a strategic driver for innovation, retention, and long-term success.

Ready to build a more inclusive, engaged, and productive team? The experts at Abel Personnel can help you find the talent that shares your vision for a better workplace. Contact us today to learn more!

This article provides general information for educational purposes only and does not constitute legal advice. We recommend consulting with your legal counsel to ensure your organization’s policies are in full compliance with EO 14151, EO 14173, and all other applicable federal, state, and local laws.

Sources:

Alonzo Hankerson

Alonzo Hankerson, Director of Human Resource for Abel Personnel with over 20 years of HR management experience. Mr. Hankerson is knowledgeable in employment practices and workforce challenges. He works with staff and clients to craft solid employment practices wellness plans tailored to address an organization’s needs and concerns.

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