Diversity and inclusion (D&I) are more than just buzzwords—they are critical components of a thriving and innovative workplace. Companies with a strong commitment to diversity and inclusion benefit from improved employee morale, increased productivity, and a broader range of ideas and perspectives. But making real progress goes beyond statements and policies—it requires intentional action.

The following 10 diversity and inclusion activities at work are designed to foster meaningful connections, enhance cultural awareness, and promote long-term inclusivity across teams.

1. Host Monthly Cultural Awareness Days

Cultural awareness days provide a platform for employees to share their heritage, traditions, and experiences. These events can be as simple as lunch-and-learns, storytelling sessions, or interactive workshops featuring music, cuisine, or history. Not only do they promote cross-cultural understanding, but they also create a space where all identities are celebrated.

Pro Tip: Tie the events to globally recognized observances like Black History Month, Diwali, Lunar New Year, or Pride Month to boost relevance and participation.

2. Create Employee Resource Groups (ERGs)

ERGs are voluntary, employee-led groups formed around shared identities, interests, or experiences. Common ERGs include those for women, LGBTQ+ employees, veterans, or neurodivergent individuals. These groups help amplify underrepresented voices, support professional development, and encourage peer-to-peer mentorship.

Leadership should support ERGs by providing budget resources, senior sponsorship, and visibility within the organization.

3. Organize Inclusive Leadership Training

While unconscious bias training is a good starting point, inclusive leadership training goes further. It helps managers learn how to build psychologically safe environments, make equitable decisions, and recognize systemic barriers that affect team members.

When leaders model inclusive behaviors, it sets the tone for the entire organization.

4. Encourage Pronoun Use in Profiles and Meetings

Normalizing the use of pronouns (e.g., she/her, they/them) in Slack profiles, email signatures, and introductions can reduce assumptions and foster respect for gender identities. This small but impactful practice makes nonbinary and transgender employees feel seen and respected.

Bonus Tip: Provide guidance on how to introduce pronouns in a non-compulsory way, encouraging participation without making it mandatory.

5. Run Cross-Functional Mentorship Programs

Matching employees across departments and seniority levels allows for diverse mentorship opportunities. These programs not only help bridge experience gaps but also expose participants to different perspectives, work styles, and cultural backgrounds.

Consider pairing mentees with mentors outside their usual social or professional circle to broaden exposure and empathy.

6. Incorporate Accessibility Audits

Digital and physical accessibility is often overlooked in D&I strategies. Conduct regular audits to ensure your workplace—both online and offline—is inclusive of people with disabilities. This includes website accessibility (screen readers, alt text, contrast ratios), physical workspace adaptations, and inclusive event planning.

You can even empower employees to become accessibility champions within their teams.

7. Celebrate “Inclusion Spotlights”

Once a month, highlight stories of employees who embody inclusive behaviors. These stories can be shared in internal newsletters, town halls, or Slack channels. Recognizing these individuals publicly reinforces a culture of inclusion and motivates others to follow their lead.

Encouraging storytelling also gives people the platform to be their authentic selves.

8. Run Implicit Bias Simulations

Simulations and role-playing exercises help participants uncover their own biases and understand the real-life impact of exclusion. Scenarios might include hiring decisions, performance reviews, or interpersonal interactions. These sessions are especially effective when followed by group discussions and facilitated reflection.

The goal isn’t to shame—it's to create awareness and offer tools to mitigate bias.

9. Use Team Language Audits

Language matters. Words shape culture, and inclusive language helps everyone feel like they belong. Conduct team-wide audits of communications—from emails to Slack messages—to identify exclusive, harmful, or gendered language.

For a practical solution, Allybot can be integrated into Slack to promote inclusive language in real time. This tool flags non-inclusive language, offers alternative suggestions, and gently nudges employees toward becoming better allies—one message at a time.

10. Set Up Listening Circles and Safe Spaces

Sometimes the best way to build inclusion is simply to listen. Listening circles allow employees to share their experiences in a confidential, non-judgmental space. These can be particularly valuable after major societal events or internal organizational changes.

A trained facilitator should guide the conversation to ensure psychological safety and respectful dialogue.

Why These Activities Work

These diversity and inclusion activities at work aren't one-off workshops or feel-good events—they are part of a sustainable strategy that transforms workplace culture. By embedding inclusion into everyday practices, employees feel more connected, valued, and empowered.

What makes these activities powerful is their consistency and relevance. They create ongoing dialogue rather than fleeting moments. They focus on empathy and action rather than just metrics. Most importantly, they make inclusion everyone’s responsibility—not just HR’s.

Making It Stick with the Right Tools

True inclusion requires daily commitment, not just quarterly training. Tools like Allybot help make inclusion second nature by integrating it into your team’s daily communication habits. Whether it’s reminding someone about inclusive pronoun use, suggesting more respectful alternatives, or educating employees in a non-disruptive way, Allybot acts as a subtle but powerful ally within your Slack workspace.

Final Thoughts

The future of work is diverse, inclusive, and equitable—but only if we take deliberate action to get there. Implementing these diversity and inclusion activities at work will help you foster a sense of belonging, attract top talent, and build a culture of empathy and innovation.