dei resources

DEI Resource Bank

In this DEI Resource Bank you find the latest research, knowledge and best practices from around the world. Happy reading!

Resources & articles

Basics of Diversity, Equity and Inclusion (DEI)

We have gathered some useful basic information about DEI. If you’re new to the topic, start here!

Time to run, Finland! The business imperative of diversity and inclusion in Finland
Boston Consulting Group, 2022
Finland is failing to embrace the business imperative of diversity. This study outlines the current state of play with regards to diversity, equity and inclusion in business in Finland.

DEI – Moving from Awareness to Action
Inklusiiv, 2022
How to move from awareness of diversity and inclusion to taking action?

DEI in 2022: Key trends and findings
CultureAmp, 2022
Now, more than ever, organisations are beginning to recognize the urgency of advancing diversity, equity, and inclusion (DEI). What should they be doing to accomplish more effective and measurable change?

How to Drive DEI Change – Common Barriers and How to Overcome Them
Inklusiiv, 2022
Various barriers hold organisations back from driving DEI change. The concept seems abstract, its benefits set so far in the future, and it can be difficult to know what to prioritise. This article outlines fundamental elements that allow organisations to achieve success with their DEI efforts.

What Does It Take to Build a Culture of Belonging?
Harvard Business Review, 2021
Why focusing on belonging can help when trying to create cultural change in the workplace.

6 Ways To Help Your DEI Initiatives Drive Greater Impact
Google, 2022
Strong DEI initiatives are strategic and intentional. Google outlines six lessons they have learned on their DEI journey.

Gender equality

Women @ Work 2022: A Global Outlook
Deloitte, 2022
This survey of ​​5,000 women across 10 countries aims to better understand women’s career progression and experiences in the workplace. The results show a worrying longer-term impact of the pandemic with respondents reporting burnout at alarmingly high levels.

Women Aren’t Promoted Because Managers Underestimate Their Potential
Yale Insights, 2021
A case study of gendered bias in performance evaluation data looks at why fewer women are promoted to senior positions than men in a large retail chain in the US.

Investing & gender equality – What can investors do?
Inklusiiv, 2021
Neurominorities add value with their unusual skills, specialisms and ways of thinking.

The ingredients of inclusivity – the impact of inclusive work cultures on women in technology roles in Finland
Accenture, Women in Tech Finland, TEK, Mimmit Koodaa, 2021
Women are ambitious but many still find it hard to thrive in technology roles in Finland. This survey details their experiences of inclusivity and workplace cultures in the tech industry.

Disabilities & Neurodiversity

The World Needs Neurodiversity: Unusual Times Call For Unusual Thinking
Forbes, 2020
A survey for women in technology roles, with the objective to understand the inclusivity of workplace cultures in Finland and its impact on how females thrive at work.

Is Your Company Inclusive of Neurodivergent Employees?
Harvard Business Review, 2022
There is a major demographic shift in the sharp increase of neurodiversity in the workforce. What can we learn from experience about hiring and integrating neurodivergent employees into organisations?

How to disclose your disability at work?
Culture Amp, 2022
Disclosing disability in the workplace can be very risky due to biases, assumptions, and stigmas that impact people with disabilities – but in a supportive environment it can also bring benefits in the form of adjustments, accommodations, and getting to be your authentic self.

Concrete step towards disability inclusion: No Limits to Opportunity ebook
Nokia, 2022
This ebook serves as global guidance to people managers on how to hire, onboard and engage team members with disabilities. It also covers how to improve communication and interaction, and provides guidance for finding more resources.


How to be an ally in the workplace: 13 ways to do it
TED, 2021
This article includes practical tips on how to become a better ally in the workplace.

What Does It Mean to Be a True Ally to Women of Color?
Harvard Business Review, 2021
Allyship is best thought of as a verb, not a noun. This article details a few situations women of colour may regularly face at work and what their allies can do. ?

Allyship Is Dictionary.Com’s Word Of The Year. So, What Does It Really Mean?
Forbes, 2021
On the meaning of being an ally.


Anti-Racism Resource List
Antiracism for Beginners
A comprehensive list of antiracism resources compiled during the Black Lives Matter moment in 2020.

Being black in the EU
European Union Agency for Fundamental Rights, 2018
People of African descent in the EU face widespread and entrenched prejudice and exclusion. This report outlines results from a large-scale EU-wide survey on migrants and minorities (EU-MIDIS II). It examines the experiences of almost 6,000 people of African descent in 12 EU Member States.

Revisiting histories of anti-racist thought and activism
Global Studies in Culture and Power, 2020
This piece details cross-cutting influences on anti-racist thought and practice, its historical context and linkages to other traditions of liberatory thought.

Inclusive Leadership

The Key to Inclusive Leadership
Harvard Business Review, 2020
Inclusive leadership is emerging as a unique and critical capability helping organizations adapt to diverse customers, markets, ideas and talent. Research has found that inclusive leaders share a cluster of six signature traits: commitment, humility, awareness of bias, curiosity about others, cultural intelligence and effective collaboration.s.

Are You Prepared to Lead a Diverse Team?
Harvard Business Review, 2021
Leaders with cultural competence show respect for cultural differences and recognize how those differences drive engagement, productivity, and innovation on their team and throughout their organization. This article lists some strategies for developing this skill.

Guide: Understand team effectiveness
Re:work with Google, 2022
Google’s research on team effectiveness found that what really mattered was less about who is on the team, and more about how the team worked together. Psychological safety was the most important quality in an effective team.

Build Team Norms That Cultivate Allyship, Equity and Inclusion
SHRM, 2021
Developing a team culture where diverse identities and perspectives are welcomed is one impactful way for managers to improve employees’ experiences of inclusion.

Understanding Unconscious Biases

Are You Aware of Your Biases?
Harvard Business Review, 2022
It can be challenging to recognize and acknowledge our own unconscious biases. Becoming aware of your shortcomings can be one of the best ways to develop as a leader.

Recognizing and Responding to Microaggressions at Work
Harvard Business Review, 2022
An introduction to microaggressions and their negative impact in the workplace.

How effective is unconscious bias training?
Culture Amp, 2022
If you’re considering holding unconscious bias trainings at your company, this article lists some considerations that can help ensure that they work towards your company culture.

Research: How Bias Against Women Persists in Female-Dominated Workplaces
Harvard Business Review, 2022
The “add women and stir” approach proposes that having more women present is all that is  needed to promote change. But simply adding women into a workplace does not change the organizational structures and systems that benefit men more than women. New research shows how gender bias is still prevalent in gender-balanced and female-dominated industries.

Measuring DEI

Measuring diversity and inclusion: 5 reasons to prioritise it and how to do it
Inklusiiv, 2022
This article lists five reasons to measure diversity, equity, and inclusion with a survey and includes tips on how to plan a successful diversity and inclusion survey.

What D&I Metrics You Should Use
Crescendo, 2022
Diversity, equity and inclusion (DEI) stretches across the whole organisation, so DEI success metrics should too. This article provides guidance on what D&I metrics to use.

How to Measure Inclusion in the Workplace?
Harvard Business Review, 2021
This article includes useful tips on how to measure employee perceptions of inclusion, what effective action looks like from leaders, and common pitfalls to avoid.

The Mistake Companies Make When They Use Data to Plan Diversity Efforts
Harvard Business Review, 2019
As organisations take a data-driven approach to identifying areas of change, many encounter one issue: they have a great deal of data about the experiences of certain groups, but far less on others.This article makes a case of analysing and drawing conclusions on small numbers when it comes to employee experiences.

ESG Toolbox to Help With Corporate Responsibility Work
Finnish Venture Capital Association. 2022
This toolkit provides ESG metrics, digital tools, and frameworks for investors and companies to measure environmental, social and governance sustainability.

LGBTQ+ community

8 steps on how to celebrate your LGBTQ+ employees year round
Inklusiiv, 2022
Pride month is a great opportunity to start dialogues within your company about how to best support your LGBTQ+ employees. However, this dialogue should not end with the month of June.

LGBTQ+ voices: Learning from lived experiences
McKinsey & Company, 2020
Research reveals the challenges that LGBTQ+ employees face, and six ways to help them bring their authentic selves to work.

Being transgender at work
McKinsey & Company, 2021
Research that provides insights into the participation, plight, and precarity of transgender people at work.

A long way to go for LGBTQI equality
European Union Agency for Fundamental Rights, 2020
This report presents select findings from a 2019 survey on LGBTI people in the EU and North Macedonia and Serbia. With almost 140,000 participants, it is the largest survey of its kind.The results show little progress over the past seven years.

Inclusive Product and Service Design

Microsoft Inclusive Design Toolkit
Microsoft, 2022
Inclusive Design is a methodology that enables and draws on the full range of human diversity. This means including and learning from people with a range of perspectives.

The Inclusion Canvas
Futurice, 2022
The success of new products and services depends increasingly on their inclusivity, and how well they meet different end-user needs. The Inclusion canvas is a free-to-use tool designed to help product and service teams make more conscious decisions and cater to broader and more diverse user groups.

HR & Recruitment

The “Talent Shortage” Problem Is a Diversity Problem
ERE Media, 2021
We have a hard time recognizing talent if it doesn’t look and sound a specific way. This article introduces some systemic solutions to this systemic problem.

Case study: Inclusive recruitment ads can attract more diverse talent
Inklusiiv, 2022
Sometimes simple actions are the most effective. By changing the content of their recruitment ads and making them more inclusive, Tietoevry was able to increase the percentage of women applicants significantly – from 14 % to 32 %.

Microsoft’s Strategy for Neurodiversity Hiring and Integration
Microsoft, 2022
An example of a diversity effort in recruitment that seeks to attract talented neurodivergent candidates and provide the training and support they need to succeed.

Inclusive Communications and Marketing

Breaking the language barrier in the workplace
Futurice, 2022
Strict language requirements are seen as one of the largest career obstacles affecting international professionals. What can companies do to embrace talent who are not well versed in the local language?

8 resources for diverse stock photos
Invisionapp, 2019
Check out these eight stock photo resources that will set you up for design that speaks to people of all walks of life.

The Audience You Didn’t Know You Had
Contents Magazine, 2012
It’s very important to consider your content from your user’s perspective. Is it written so that your target audience will understand and relate to it?

HR’s Guide To Inclusive Communication
Develop Diverse, 2022
An e-book outlining steps to more inclusive communication and how to start communicating more consciously as an organisation.

Code of Conduct

Inklusiiv Code of Conduct
Inklusiiv, 2022
Here’s our Code of Conduct.

18 of the Best Code of Conduct Examples
I-sight, 2022
Some outstanding code of conduct examples that you can use as inspiration to update or write your own.

How to Write an Employee Code of Conduct
Wrike, 2022
How do you write a staff code of conduct? Here are five steps to follow when getting this document rolled out to your employees.

Since our journey started from Finland, here's some Finnish content

Kenen tietoo? – Opas moninaisempaan ja inklusiivisempaan journalismiin
Rare Media, 2022
Käytännönläheinen tietopaketti siitä, kuinka journalistisessa mediassa voidaan vahvistaa moninaisuutta ja yhdenvertaisuutta  – niin yksittäisenä journalistina kuin toimitusten ja tiimien voimin.

Sukupuolitietoinen viestintä (in Finnish)
Terveyden ja hyvinvoinnin laitos, 2021
Käytännön neuvoja ja tietoja sukupuolitietoiseen viestintään, joka ottaa sukupuolen merkityksen huomioon sekä viestinnän sisällöissä että käytännöissä.

Tutkimustietoa seksuaali- ja sukupuolivähemmistöjen tilanteesta Suomessa
Oikeusministeriö, 2021
Viimeaikaisten kyselytutkimusten ja selvitysten pohjalta HLBTI-ihmiset kokevat asenteiden heitä kohtaan muuttuneen myönteisempään suuntaan, mutta samalla esille nousee yhä useita epäkohtia esimerkiksi työelämässä, koulutuksessa ja sosiaali- ja terveyspalveluissa. 

Laki naisten ja miesten välisestä tasa-arvosta 8.8.1986/609
Tämän lain tarkoituksena on estää sukupuoleen perustuva syrjintä ja edistää naisten ja miesten välistä tasa-arvoa sekä tässä tarkoituksessa parantaa naisten asemaa erityisesti työelämässä. Lain tarkoituksena on myös estää sukupuoli-identiteettiin tai sukupuolen ilmaisuun perustuva syrjintä.

Yhdenvertaisuuslaki 30.12.2014/1325
Tämän lain tarkoituksena on edistää yhdenvertaisuutta ja ehkäistä syrjintää sekä tehostaa syrjinnän kohteeksi joutuneen oikeusturvaa.

Työpaikkojen tasa-arvosuunnittelu
Työsuojelu, 2022
Jos työnantajan palveluksessa olevan henkilöstön määrä on säännöllisesti vähintään 30 työntekijää, työnantajan on vähintään joka toinen vuosi laadittava erityisesti palkkausta ja muita palvelussuhteen ehtoja koskeva tasa-arvosuunnitelma, jonka mukaisesti toteutetaan tasa-arvoa edistävät toimet.

Työpaikkojen yhdenvertaisuussuunnittelu
Työsuojelu, 2022
Työnantajan tulee edistää työntekijöidensä yhdenvertaisuutta, eikä se saa syrjiä työntekijöitään tai työnhakijoita. Työnantajalla on lisäksi erityisvelvoitteita vammaisia ihmisiä kohtaan, jotta he voisivat saada työtä yhdenvertaisesti muiden kanssa ja suoriutua työtehtävistään.

Tasa-arvovaltuutettu, 2022
Naisten ja miesten väliset palkkaerot ovat merkittävä ja pitkäkestoinen tasa-arvo-ongelma.

dei resources


We have compiled definitions of some of the key terms relating to diversity, equity & inclusion. We will continue adding to this page, so please let us know if there is a specific term you would like us to provide a definition for.


Championing workplace diversity means actively building communities where different perspectives, experiences, and backgrounds are represented. At the core of diversity is understanding the importance and value of different kinds of people. This includes differences in gender, race, religion, political opinion, ethnicity, age, sexual orientation, family status, language, disability, or any other aspect contributing to who we are and what we look like.


In inclusive workplaces, all individuals feel that they belong and can bring their authentic selves to work. Inclusion means that everyone is treated fairly and respectfully, has fair access to opportunities and resources, and can contribute fully to the organization’s success. In inclusive environments, everyone, regardless of background, feels like their voice is heard and their contributions are valued.

Equality & equity

Equality in the workplace refers to practices which treat all individuals exactly the same way. Equity refers to practices which focus on providing each individual with what they need to succeed.

A focus on equity is important in advancing inclusion in the workplace, as equity takes into account that often a single solution will not be effective in supporting individuals who come from different backgrounds, have different ways of working, and have different needs to enable their full success at work.


Belonging is defined as the feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group or place. (Definition by Workology)

Sense of belonging is a result of truly inclusive environments.


As individuals, each of our identities is made up of different components. We belong to different combinations of demographic groups, and we each have different cognitive abilities and past experiences. Intersectionality refers to the overlapping of these different identity factors, which make us who we are.

Individuals who are part of underrepresented groups (eg based on gender, sexuality, ethnicity or disability) are more likely to experience different kinds of disadvantages in society. Experiences of disadvantage are likely to increase depending on how many underrepresented groups individuals are part of.

The Oxford Dictionary defines intersectionality as “the interconnected nature of social categorisations such as race, class, and gender, regarded as creating overlapping and interdependent systems of discrimination or disadvantage”. The term was created in 1989 by Kimberlé Crenshaw, and has since become widely used to understand the lived experiences of diversity, equity and inclusion.

Unconscious biases

Unconscious biases (also known as implicit biases) are social stereotypes formed outside of our conscious awareness. They stem from our need to process and manage the vast amounts of information we receive in our daily lives, and our tendency to organize social worlds by categorizing. Unconscious biases occur naturally in all humans, however we each have the power to increasingly recognise how our biases affect our behaviour, and therefore mitigate their impact on our decision making and on how we approach and treat other people.

Psychological safety

Psychological safety at work means feeling confident that you can voice your thoughts, ideas, concerns and challenges without fear that you will be punished or humiliated for speaking up by other members of your workplace community.

Psychological safety is an important prerequisite for truly inclusive workplace environments.