by Mary Luu, Business Psychologist Intern

 

In celebration of Pride Month, a time dedicated to honoring the voices, history, and contributions of the LGBTQ+ community, it’s worth reflecting on the broader significance of inclusion and diversity, particularly in our workplaces.

At its heart, Pride Month reminds us that inclusion and diversity are more than just a principle – they are practices. When people feel seen, valued, and respected for who they are, their wellbeing flourishes. In turn, this creates healthier, more collaborative, and more innovative work environments.

I truly believe that fostering inclusion and diversity at work isn’t about treating everyone the same – it’s about recognizing and respecting what makes each person unique. When we overlook individual identity in the name of uniformity, we risk stripping away what makes someone human. Real inclusion means offering psychological safety – a space where people feel free to express themselves without fear of judgment or marginalization.

DEI – what’s important today?

The term DEI (Diversity, Equity, and Inclusion) has gained unprecedented prominence and is now recognized as a foundational pillar in shaping modern organizational culture:

• Diversity brings together a range of perspectives and backgrounds, including race, gender, sexual orientation, abilities, age, and more.
• Equity ensures fair access to opportunities, recognizing that people don’t all start from the same place.
• Inclusion ensures that every individual, regardless of identity, feels like they truly belong.

Why is it important? Much empirical research has been supporting this for the past decades. McKinsey’s 2023 report analyzed data from 1,265 companies across 23 countries and found that companies in the top quartile for gender diversity on executive teams were 39% more likely to outperform their peers on profitability. Similarly, companies with high ethnic diversity on executive teams were 39% more likely to outperform their peers. Or most recently, a 2025 meta-review published in Equality, Diversity and Inclusion synthesized findings from 37 reviews over 13 years identified that workplace accommodations and job training were linked with positive outcomes, particularly in the age and disability dimensions of diversity.

Furthermore, diversity fosters a sense of representation, where individuals from similar backgrounds serve as role models for others to follow. They inspire motivation and a desire to contribute to the same fields, embodying the message: ‘If I can do it, so can you.’ This sense of possibility and hope encourages others to pursue similar paths.

How to promote DEI in the workplace?

Promoting DEI isn’t only the job of HR or leadership. It’s something we all contribute to, in big and small ways. I personally would like to suggest some wonderful practices:

1. Listen with empathy. Lending an empathetic ear is of importance. Take the time to listen without judgment or assumptions and you will discover amazing stories from amazing people.
2. Stay curious and open-minded. You will be amazed with diverse experiences different from your own.
3. Speak up respectfully. If you notice exclusion or bias, find ways to address it constructively.
4. Celebrate differences. Create space for colleagues to share their identities and experiences, whether through affinity groups, events, or simply everyday conversation.
5. Be an ally. Support doesn’t always need to be loud, but it should be consistent. Allies listen, learn, and advocate.

For my fellows in Pride Month

Pride Month is a moment to celebrate progress, but also a reminder that inclusion and diversity must be ongoing. For those in the LGBTQ+ community – your presence, your voices, and your experiences matter. I wholeheartedly advocate for continuing to build workplaces where everyone feels safe to be themselves – not just in June, but all year long.

Happy Pride Month 🌈

 

References:

Catalyst. (2020). Why Diversity and Inclusion Matter. https://www.catalyst.org/research/why-diversity-and-inclusion-matter

Huang, H., Gao, H., & Zhang, H. (2025). Diversity and Inclusion in the Workplace and Corporate Innovation. Finance Research Letters. https://doi.org/10.1016/j.frl.2025.104546

Kundu, S.K., & Mor, A. (2024). Diversity Management and Innovative Work Behavior. Frontiers in Sociology. https://doi.org/10.3389/fsoc.2024.1441109

McKinsey (2023). Diversity matters even more: The case for holistic impact. Link: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact

Zhao, K., Hsieh, W., Faulkner, N. and Smith, L. (2025). A systematic meta-review of organizational diversity and inclusion interventions and their associated outcomes. Equality, Diversity and Inclusion, Vol. 44 No. 9, pp. 53-71. https://doi.org/10.1108/EDI-02-2024-0085