DEIB Meaning Explained: 5 Tips for Navigating DEIB in 2026

DEI - or diversity, equity, and inclusion - is a phrase that’s grown exponentially popular in the past few years. DEIB, on the other hand, is one many people are less familiar with. DEIB stands for diversity, equity, inclusion, and belonging, and represents a comprehensive framework for fostering inclusive workplace cultures and supporting employees from diverse backgrounds.

Here, we’ll discuss what DEI and DEIB are, what role they play in the workplace, and how you can adopt more diversity in your company culture.

 

DEI vs. DEIB

We've already established that DEI stands for Diversity, Equity, and Inclusion. It's a powerful concept that aims to create a more just and empowering work environment, especially for those who have historically faced underrepresentation or discrimination.

Variations of this term exist, like D&I (Diversity and Inclusion), DIB (Diversity, Inclusion, and Belonging), DEB (Diversity, Equity, and Belonging), and DEIB (Diversity, Equity, Inclusion, and Belonging. While they share similar goals, each term has slightly different meanings.

 

Here's a breakdown of the core concepts:

Diversity refers to and celebrates the many ways people differ. This includes race, gender identity, sexual orientation, age, mental and physical ability, religion, socioeconomic background, and more.

Inclusion focuses on creating a welcoming environment where everyone feels valued, respected, and supported, regardless of their background.

Equity goes beyond simply giving everyone the same thing. It recognizes that some people may need more resources or support to succeed due to past disadvantages. Equity aims to level the playing field by allocating resources based on need and ensuring fair treatment for all employees.

Belonging is the feeling of safety, acceptance, and connection within a workplace. Belonging is a basic human need, essential for employee well-being and motivation. It can be thought of as the natural consequence when diversity, equity, and inclusion are successfully implemented.

One way to think of these concepts is with a metaphor created by Verna Myers, a leading expert in diversity, equity, and inclusion.

“Diversity is being invited to the party. Inclusion is being asked to dance.” We like to think of DEIB, on the other hand, as feeling empowered enough to ask someone to dance.

 

Why DEIB is Important

In 2026, prioritizing Diversity, Equity, Inclusion, and Belonging (DEIB) is no longer about making statements—it’s about building workplaces that are fair, resilient, and high-performing. While DEIB continues to reflect core values of fairness and respect, organizations increasingly recognize it as a strategic driver of business success.

Effective DEIB efforts help organizations tap into a wider range of perspectives, experiences, and problem-solving approaches—fueling innovation, improving decision-making, and strengthening adaptability in a rapidly changing business environment.

Companies that embed inclusive practices into hiring, leadership development, and day-to-day operations are also better positioned to attract, engage, and retain top talent in a competitive labor market.

Research consistently shows that belonging is a key differentiator in employee experience. According to Great Place to Work, when employees feel a strong sense of belonging at work, they are:

• 3x more likely to look forward to coming to work
• 9x more likely to believe people are treated fairly, regardless of race
• 5x more likely to want to stay with their company long term
• 3x more likely to describe their workplace as fun

Belonging doesn’t just improve morale—it directly impacts performance and retention.

Deloitte’s research further reinforces the business case, finding that equitable and inclusive workplaces deliver measurable results, including:

• 56% higher job performance
• 50% lower turnover risk
• 167% increase in employer Net Promoter Score (eNPS)
• 75% reduction in sick days

These outcomes highlight how DEIB, when thoughtfully implemented, strengthens organizational culture and supports both employee well-being and business outcomes.

Additional research continues to demonstrate the impact of diverse and inclusive workplaces:

• Organizations with higher levels of gender and ethnic diversity are more likely to outperform peers on financial metrics such as revenue growth and cash flow.
• Diverse teams tend to be more innovative and make stronger decisions by incorporating a broader range of viewpoints and lived experiences.
• Employees who feel included and valued are more engaged, productive, and loyal—driving sustained performance over time.
• A majority of employees consider an organization’s approach to DEIB when choosing where to work.
• Millennials and Gen Z—now the largest segments of the workforce—continue to prioritize workplaces that demonstrate fairness, inclusion, and opportunity for all.

Organizations that focus on building inclusive cultures grounded in belonging and equitable practices are better equipped to attract talent, navigate change, and maintain a competitive edge.

 

Creating a Culture of Belonging

Creating a culture of belonging is essential for modern organizations striving to build a truly inclusive workplace. Belonging goes beyond simply having a diverse workforce—it’s about ensuring that every individual feels valued, respected, and supported as part of the team.

When employees feel a genuine sense of belonging, they're empowered to bring their authentic selves to work, which leads to higher job satisfaction, stronger engagement, and greater retention. In today’s rapidly evolving business landscape, fostering belonging is a key driver for organizational success and a positive workplace environment.

 

What Belonging Means in the Workplace

Belonging in the workplace means that employees feel connected to their colleagues and the organization as a whole. It’s about creating an environment where everyone, regardless of gender identity, sexual orientation, national origin, physical ability, or any other aspect of their diverse backgrounds, feels treated fairly and included in all aspects of work life.

True belonging is achieved when equity, inclusion, and belonging are woven into the fabric of daily operations and decision-making. By prioritizing diversity, equity, and inclusion practices, organizations ensure that all employees feel seen, heard, and valued for who they are and the unique perspectives they bring.

 

Strategies to Foster Belonging Through DEIB Initiatives

To create an inclusive workplace where employees feel valued, heard, and empowered, organizations must move beyond intention and implement thoughtful DEIB initiatives that support diverse employees and encourage full participation.

Below are practical strategies organizations can use to foster belonging while ensuring DEIB efforts remain effective, compliant, and sustainable.

 

1. Establish Clear DEIB Goals

Before launching or expanding DEIB initiatives, it’s important to define what success looks like. Setting clear goals helps organizations stay focused, measure progress, and avoid performative efforts.

Assess your current state by:

• Gathering demographic data across areas such as race, gender, age, and role level, and using diversity dashboards to track trends.
• Analyzing hiring, promotion, and retention data to identify gaps or disparities.
• Conducting anonymous employee surveys to understand perceptions of belonging, inclusion, and equity.
• Hosting focus groups with diverse employee groups to gain qualitative insights into lived experiences.

Define what you want to achieve, including:

• Diversity goals to improve representation across teams, leadership, or specific roles.
• Equity goals that address barriers to opportunity and provide targeted support where needed.
• Inclusion goals that foster belonging and ensure employees feel respected and valued.

Prioritize goals based on impact and feasibility, and set realistic timelines to build momentum and sustain progress.

 

2. Secure Leadership Buy-In and Accountability

Meaningful DEIB progress requires visible and active leadership involvement. Leaders at all levels must go beyond verbal support and model inclusive behaviors in their daily actions.

This includes:

• Championing DEIB initiatives publicly and consistently.
• Encouraging open dialogue around inclusion, fairness, and respect.
• Addressing bias or discrimination when it occurs.
• Holding themselves and others accountable for progress.

When leaders lead by example, it builds trust, reinforces commitment, and signals that DEIB is a shared responsibility, not a standalone initiative.

 

3. Create and Support Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) are voluntary, employee-led groups that bring together individuals who share common identities or experiences, such as race, gender, disability, or sexual orientation.

ERGs play a critical role in:

• Promoting a sense of belonging and community.
• Providing support and advocacy for diverse employees.
• Contributing to professional development and career growth.
• Supporting or participating in DEIB training programs to raise awareness and encourage inclusive behaviors.

Strong ERGs also enhance employer brand and help organizations attract and retain diverse talent.

 

4. Implement Ongoing DEIB Training Programs

Regular DEIB training helps employees recognize unconscious bias, build inclusive skills, and engage more thoughtfully with colleagues from different backgrounds. Training should be ongoing—not one-time—and tailored to different roles, especially managers and leaders who shape employee experience daily.

 

5. Adopt Inclusive Hiring Practices

Inclusive hiring processes are intentional, fair, and accessible approaches to recruiting and selecting talent that aim to reduce bias, widen access to opportunity, and ensure candidates from all backgrounds have a genuine chance to succeed.

In practice, inclusive hiring isn’t about lowering standards or giving preference—it’s about removing unnecessary barriers so organizations can attract the best talent and build stronger teams.

Inclusive hiring processes typically include:

• Write inclusive job descriptions that focus on essential skills, use neutral language, and remove unnecessary barriers like inflated requirements.
• Expand and diversify candidate sourcing by recruiting beyond traditional networks and reaching a wider range of talent pools.
• Use structured, skills-based screening and interviews with consistent criteria to reduce bias and improve fairness.
• Ensure accessibility and transparency by offering accommodations, clear expectations, and open communication throughout the hiring process.
• Leverage data to improve equity by tracking hiring outcomes and refining processes to support fair, inclusive decision-making.

6. Establish Employee Recognition Programs

Employee recognition programs can play a meaningful role in supporting DEIB by ensuring equitable access to appreciation and rewards. Peer-to-peer recognition platforms help spotlight contributions that might otherwise be overlooked, particularly for employees facing cultural, language, or social barriers.

Fair compensation and transparent recognition criteria reinforce trust and promote fairness across the organization.

 

7. Communicate Transparently and Encourage Feedback

Clear and consistent communication is essential to sustaining DEIB efforts. Organizations should regularly share goals, progress, and outcomes—celebrating wins while acknowledging challenges.

To maintain momentum:

• Keep DEIB goals visible through regular updates.
• Promote bias awareness and open discussion.
• Highlight ongoing inclusion efforts such as onboarding, mentorship, and ERG initiatives.
• Create open channels for employee feedback and suggestions.
• Celebrate diverse backgrounds and contributions to strengthen community and belonging.

 

Common Pitfalls of DEIB Programs

As with any change, there will be some bumps along the way. Many organizations encounter challenges when implementing DEI initiatives, and understanding these common pitfalls can help you better prepare. And while it’s impossible to predict and prepare for every possible hiccup, there are some common issues you can prepare for.

 

Problem: Lack of buy-in from top leadership

Action Steps:

Truly building an inclusive workplace requires active participation and support from C-suite executives and managers. Without their commitment, DEIB efforts can be seen as performative or lose momentum. So, to help gain real and consistent leadership buy-in, try these data-driven tactics:

• Financial Performance: Present data and research that demonstrate the positive correlation between diversity and strong financial metrics, like revenue and innovation.
• Talent Acquisition and Employee Retention: Highlight the competitive advantage a diverse workforce offers in attracting and retaining top talent from a wider pool.
• Enhanced Innovation: Bring real-life examples of how diverse teams bring a broader range of perspectives, leading to more creative solutions and problem-solving. Emphasize that having a diverse team is essential for fostering innovation and driving creative outcomes.

Problem: Focus on appearance over action

Action Steps:

Because DEIB has grown in popularity over the past few years, in order to stay competitive, some companies end up prioritizing the appearance of DEI efforts over making real change. To avoid this common pitfall, consider:

• Public announcements: Public pronouncements about DEIB and your goals are a good way to hold the team accountable. Tell employees what your goals are and provide benchmarking along your DEIB journey.
• Invest in training and resources: Don’t expect unconscious bias to disappear overnight. Allocate resources for ongoing training on unconscious bias, inclusive leadership, and cultural competency for all levels of employees.
• Walk the walk: Leaders, again, need to lead by example. This means actively participating in DEIB initiatives and demonstrating a genuine commitment to change. Leaders should embrace diversity by actively supporting and modeling inclusive behaviors, ensuring that all voices and perspectives are valued.

Problem: Metrics and Measurement

Action Steps:

Tracking progress and measuring the impact of DEIB initiatives is essential. However, defining and measuring success in DEIB can be complex. To start, reference your original goals.

Whether they were to increase diversity in the hiring process or increase the sense of belonging throughout the entire workforce, your original goals will inform which metrics you follow. Common metrics used to track DEIB are:

• Recruitment Diversity: Track demographics of applicants, interview pools, and new hires across various categories like race, ethnicity, age, sexual orientation, socioeconomic status, and gender diversity.
• Leadership Commitment: Monitor leadership participation in DEIB training programs and their involvement in DEIB initiatives.
• Resource Allocation: Measure the budget and resources dedicated to DEIB programs, training, and employee resource groups (ERGs).
• Workforce Demographics: Track the overall amount of diverse employees of your workforce across various levels and departments.
• Retention Rates: Analyze how retention rates differ among different demographic groups. High turnover rates for underrepresented groups might indicate inclusion issues.
• Promotion Rates: Monitor promotion rates across different identity groups to ensure equitable opportunities for advancement.
• Employee Engagement Surveys: Conduct anonymous surveys to gauge employee perceptions of inclusion, belonging, and overall employee satisfaction with DEIB efforts.
• Employee Resource Group Participation: Track participation rates and engagement levels within employee resource groups.

 

RELATED: What is an Employee Engagement Survey? And Why Should You Care?

Going Forward

As Supreme Court decisions continue to shape the influence of DEIB policies across organizations, it's important to remember that working towards improving DEI is not only good business sense, but it demonstrates authenticity in company values and shows employees they’re valued. The ultimate goal of DEIB efforts is to create an inclusive company that values and integrates all types of workers, including gig, temporary, and contingent staff.

Effective DEIB initiatives should also consider individuals from diverse socio economic backgrounds to ensure true equity and representation. Legal compliance is essential, and organizations must align their DEIB practices with regulations set by the Equal Employment Opportunity Commission.

While your DEI journey won’t be free of bumps, curves, and accidents, you don’t have to do it all alone—we’re here to help. Terryberry has designed a comprehensive Employee Engagement Platform to help support inclusive environments and evolve your company culture.

Whether you need recognition software, a rewards platform, or engagement survey solutions, we’ve got you covered. Schedule a demo to see how you can transform employee engagement with one powerful platform.