Inclusive Workplaces: Strategies for Enhancing Diversity

Diversity and inclusion aren’t checkboxes. They’re culture shapers.

Too often, organizations treat equity like a temporary initiative—something to roll out during heritage months or in response to headlines. But if we want to build workplaces where people actually feel they belong, we need to move beyond buzzwords.

I’ve learned this firsthand—both as an educator and a speaker, and through the legacy of my grandfather, Fred Thomas. Fred wasn’t just a star athlete. He broke barriers in Canada’s military and professional sports landscape at a time when Black excellence was often met with prejudice. His accomplishments weren’t celebrated in his lifetime the way they should’ve been—but that doesn’t mean they weren’t worthy. Getting to know my grandfather’s story taught me the cost of invisibility. It also taught me how powerful it is to be seen.

As someone who grew up bi-racial, I know what it feels like to navigate the “in-between.” Too Black for the white folks, too white for the Black folks. That tension shaped me—and it fuels my work with teams today. If we want inclusive workplaces, we can’t expect people to perform while hiding parts of who they are.

So what can we do?

4 Strategies to Build Real Inclusion at Work:

1. Invest in storytelling. Make space for employees to share who they are, not just what they do. Create intentional time for real conversations—lunch & learns, spotlight series, guest speakers with lived experience.

2. Rethink mentorship. Support systems should reflect lived realities. Elevate Black, Indigenous, and other equity-deserving voices through tailored mentorship and coaching programs.

3. Build pathways, not just pipelines. Hiring diverse candidates is just the start. Do they have a roadmap for leadership? A voice in decision-making? A real seat at the table?

4. Measure what matters. Inclusion can’t be a feeling—it needs to be tracked. Retention rates, promotion stats, engagement surveys. Don’t just measure who’s in the room—measure who stays.

I share my grandfather’s legacy because it’s not just about history. It’s about how far we’ve come—and how far we still need to go.

Let’s stop waiting for the “right moment” to prioritize diversity. The time is now. The impact is real. And the stories we elevate today will shape the leaders we build tomorrow.