Every business owner or administrator is on the lookout for ways to improve their company, and diversity and inclusion in the workplace are at the top of many of their lists.

This isn't just a matter of having a modern image. There statistical proof that diversity makes a company more profitable and that data has been there for a long time. Beyond dollars and cents, though, everyone wants their employees to feel welcome in their workplace.

The tricky part is figuring out to promote diversity and make everyone feel comfortable in your business. Fortunately, you aren't in this alone. Start with these top tips.

1. Start by Asking Questions, Not Making Assumptions

When it comes down to it, assumptions are the root of the problem with discrimination. People make assumptions about someone based on their skin colour, gender, background, or other factors. It isn't much better to make assumptions about how your employees feel about their workplace.

Instead of taking a guess, ask. Conduct a survey asking employees whether they feel included and how you can create a more welcoming atmosphere.

Make it an anonymous survey to make sure everyone can be honest. You can offer the option for employees to include their names if they're open to follow-up questions.

Above all, make sure you give employees the chance to say what they want to say. Allow for open answers instead of restricted multiple-choice questions.

2. Have Diverse Hiring Teams

Having an inclusive workplace starts with making people feel welcome before they sign on as employees. The interview process tells candidates more about your diversity than you realize.

If you have multiple people interviewing a candidate, make sure there is diverse representation among those interviewers. If a candidate feels like the only person in the workplace of their background, they'll feel like they stick out as much as a light-up wristband.

Of course, don't try to get that diverse interview room artificially, though. It doesn't make sense to have an accountant interview a software developer just because the accountant is your only person of colour. If you're having this issue, it's a hint that you should re-evaluate your hiring practices.

3. Celebrate Diverse Holidays

Some businesses see office parties as a drain on resources and time, but they're far from it. They're great ways to help your employees grow closer. If you play your cards right, they can help you embrace diversity and inclusion, too.

Instead of sticking to generic, nationwide holidays or popular holidays like Christmas, you should also celebrate holidays that are special for various underrepresented groups. For example, have a party for LGBTQ+ Pride Week or for certain religious holidays.

You can even celebrate the occasion with commemorative silicone wristbands or other mementoes.

If you aren't sure what you're missing, make this part of your employee diversity survey. You could make up your own holidays too, creating celebrations like "Latinx Heritage Day."

4. Scrub Out Literature with Presumptive Pronouns

In old school grammar, it was inappropriate to use "they" to describe one person. If you were indicating a single person whose gender you didn't know, you had to use "he/she." In other cases, people would use male pronouns by default, such as, "If anyone writes this, he is wrong."

Fortunately, those awkward or clunky phrases are over. More and more institutions agree that "they" can be used to describe a single person of unknown gender. In fact, the US's Associated Press has added this to their stylebook.

Now is the time to go back through any of your official literature. Get rid of any presumptive male pronouns or "he/she" phrases and replace them with "they." This subtle change will make people of all genders, including those who are nonbinary or intersex, to feel included.

5. Get Involved in Your Diverse Local Community

In most communities, there are plenty of public events that celebrate various minorities and underrepresented groups. These are all opportunities to get out and spread your support.

Consider sponsoring or buying a booth at these events. Not only can you market your business with promotional products but you'll spread the message that you embrace the community the event is honouring.

Your employees will feel proud to be part of an organization that hears them and supports their communities. You're also likely to get a more diverse pool of candidates for job openings because they see that you welcome them.

6. Invest in Your Careers Page

First of all, if you don't have a "careers" page on your company website, add one. This is an essential way to give future candidates a peek into your workplace's atmosphere. After all, you're vying for their attention just as much as they're vying for yours.

Make sure that inclusion has a prominent place on your careers page.

This goes beyond having pictures of your diverse team. Specifically, speak to your efforts to make all employees know that they are welcome and celebrated. Talk about practical steps you are taking and express that this is a priority for your business.

7. Create a Personal Education Program

Ignorance is the root of discrimination. It makes sense that the best way for people to feel closer to their teammates of different backgrounds is to educate them about each other.

Consider setting up a program that allows one employee each week or each month to share their personal culture or background with their coworkers. They can bring in a dish they love from their childhood or talk about a family tradition.

This goes beyond educating people about the various backgrounds of their coworkers. It also allows your team to bond as human beings. When they learn about each other, they develop more compassion for each other and they're better able to work together.

If you do this, though, make sure everyone gets their day. Singling out employees in specific "categories" like racial minorities could make them feel even more excluded.

Every person has a background and factors that make them unique. Celebrate everyone's diversity, not just the diversity that is visible.

8. Develop Resource Groups for Underrepresented Employees

You may hope that your employees will come to you every time they have a concern or feel uncomfortable. That isn't reality, though. It can be intimidating for a person to bring up a problem to their management team, especially if they think they are alone in their concern.

Instead, give employees an atmosphere where they can discuss issues with those in similar situations. You can do this by setting up resource groups for people in different minority groups like people of colour, women, LGBTQ+ employees, and more. They can even have branded wristbands to symbolize their solidarity among the group.

This gives your team members a place to discuss issues that arise in their daily interactions. They can speak to sympathetic ears and, when an issue arises, they can bring it to your attention as a team.

These resource groups are also helpful for you as a supervisor. You can speak to the group about new ways to promote inclusion and diversity and hear their feedback about new programs.

9. Emphasize a Work-Life Balance

Inclusivity is meant to make all employees feel welcome and respected. That includes those who have nontraditional family structures.

Whenever possible, be flexible with your employees' time. This allows them to know that their family lives aren't interfering with their standing at the office.

It's also important to be flexible to account for employees' religious obligations. They may need to travel to spend religious holidays or other occasions with their families. Whatever the reason may be, be receptive and flexible.

10. Choose Your Charities Wisely

Charity donations are wonderful ways for businesses to give back to their communities. However, the charity organizations you support will affect how employees and the community members view you.

Choose charities that are dedicated to helping underserved communities. Your employees will see that you're putting your money where your mouth is by supporting the larger communities they belong to.

At the minimum, research your chosen charities thoroughly. Avoid any organizations that have taken actions that would make any of your employees feel unwelcome or unappreciated.

11. When Issues Come Up, Take Them Seriously

Especially with a large company, there is no way to 100% guarantee that no employee will ever feel unappreciated, harassed, or discriminated against. What you can 100% do, however, is to take issues seriously if and when they do appear.

Some employers are under the impression that false reporting is a widespread problem they need to guard against. In truth, the reality is more accurate. In fact, 75% of workplace sexual harassment victims who come forward face negative consequences, so many choose to not to speak up.

Never assume that an employee is exaggerating or making up problems. It is your duty to do a thorough investigation and to take action if the claims are true. A single dismissed complaint can undo all your efforts to make employees feel respected.

12. Take Time for Team Bonding

Team outings are important for letting employees get to know each other. It helps people look beyond each other's differences and simply see each other as fellow human beings. You can even hand out fabric wristbands as mementoes.

However, it's crucial to have these outings during work hours. Not everyone will be able to spend their evenings with their coworkers, and those people will feel excluded from the team.

Working Toward Diversity and Inclusion in the Workplace

You will never "cross off" diversity and inclusion in the workplace. It needs to be an ongoing effort on your part to show employees that you respect all of them equally and to ensure that your other employees act the same way. The tips above can start you on the right track.

To promote more unity throughout your workplace or to market your business, learn more about our Handband products.