Just like a master baker knows that the secret to a great cake lies in the recipe and quality ingredients, a successful DEI strategy is built on strong foundational practices, not just surface-level initiatives. While many organizations express commitment to diversity, equity, and inclusion (DEI), they often lack a clear, effective strategy to produce real, lasting results. This is where learning and development (L&D) teams play a crucial role. They can bridge the gap between positive intentions and the necessary leadership behaviors that will allow employees to thrive in a diverse workplace.

Since the tragic events surrounding George Floyd, there has been an explosion of DEI roles—chief diversity officers and directors leading the charge in companies often with limited resources and support. While DEI committees and training programs have increased, many organizations now face “DEI fatigue” and are questioning how to move forward. These concerns should be taken seriously as they highlight the need for stronger leadership and a deeper, more embedded commitment to inclusion and belonging.

By collaborating with DEI leaders, L&D teams can transform DEI from a stand-alone initiative to a key component of the company’s broader learning ecosystem. This integration helps to instill the leadership behaviors necessary for creating a competitive cultural advantage. Here are three essential skills L&D teams should focus on developing to drive inclusive behaviors and boost business performance:

1. Lead More Inclusive Meetings
Meetings consume an average of 18 hours per employee each week, making them an important space to foster inclusion. Leaders must be trained to create environments where every participant feels empowered to contribute without fear of judgment. Effective leadership in meetings involves shifting from a controlling to a facilitating approach, unlocking the potential of diverse voices.

By addressing common biases such as groupthink and status quo bias, leaders can encourage more innovative ideas and better identify risks. Microlearning resources integrated into the workflow can help reinforce these skills continuously, ensuring that meeting dynamics foster cognitive diversity—a key element in effective decision-making.

2. Master Feedback Conversations
A Gallup survey reveals that only 14% of employees feel inspired to improve after a performance review. This disconnect undermines trust, perpetuates biases, and can lead to higher turnover, particularly among diverse talent.

L&D should prioritize training that teaches leaders how to engage in meaningful, ongoing feedback conversations. Shifting from annual reviews to continuous feedback helps reduce biases like recency effect, fosters trust, and supports the development of employees at all levels. This ongoing dialogue enhances retention and performance while aligning with DEI values and avoiding resistance to “DEI-specific” training.

3. Inspire Greater Employee Performance
Employee engagement has been in decline since 2020, with only 32% of workers actively engaged in their jobs, according to Gallup. To reverse this trend, leaders must evolve their behaviors to make employees feel seen, heard, and valued. In today’s knowledge economy, productivity isn’t always easy to measure, so creating a culture of ownership and engagement is vital.

Training leaders in active listening, empowering autonomy, and communicating changes effectively can boost employee performance and foster a sense of belonging. When leaders embrace bold ideas and encourage employees to take initiative, they create an environment that prioritizes psychological safety and collective responsibility, even in times of disruption.

The business case for workforce diversity has been well established for nearly three decades, with evidence showing that diverse teams outperform others. However, these benefits are only realized when organizations move beyond good intentions and invest in a culture of continuous learning that supports inclusion and belonging. Leaders must develop the skills and behaviors that integrate DEI into daily practices, interactions, and decision-making, ensuring it becomes a core part of the organization’s success.

By equipping leaders with the tools to run inclusive meetings, provide continuous feedback, and inspire performance, organizations can create a culture that thrives on diversity, enhances innovation, and boosts overall business results.