For any organization to succeed, a diverse and inclusive workplace is essential. It entails more than merely having a specific number of workers from various backgrounds.

Simply put, it necessitates actively integrating diversity, equity, and inclusion into workplace culture by honoring and valuing every team member’s needs, viewpoints, and potential. Companies that do this can increase employee commitment and trust, promote innovation, boost productivity, and draw on a broader talent pool.

It can be challenging to introduce diversity and inclusion in the workplace, though, as it calls for overcoming prejudices and presumptions and may encounter resistance from some team members. However, with continued work and dedication, establishing diversity and inclusion in the workplace is a worthwhile goal that can positively impact both employees and the company as a whole.

Hence, Real Research, an online survey app, launched a survey on diversity and inclusion in the workplace to gather opinions on diverse and inclusive workplaces and to determine the causes of discrimination in the workplace.

Key Points:

  • 50.46% have had experience in a diverse and inclusive workplace
  • Diversity and inclusion in the workplace will lead to greater innovation, said 7.14%
  • 15.31% believe creating an accessible space for people with health conditions and impairments would be most effective.

Mixed Results on Diversity and Inclusion in the Workplace

Based on the survey data, it appears that most respondents (50%) are aware of the idea of diversity and inclusion in the workplace and have experienced such a workplace. This is a positive finding as it indicates that efforts to promote diversity and inclusion in the workplace have been successful to some extent.

However, it is also worth noting that 33% of respondents said they know the concept but have not experienced it firsthand.

Additionally, 13% of respondents said they had heard of the idea but were unfamiliar with it, and 3% said they were completely unaware. These findings suggest that there may be a need for more education and awareness-raising around the importance of diversity and inclusion in the workplace.

Furthermore, when asked if the respondents are satisfied with diversity and inclusion in the workplace, most surveyees reported being extremely satisfied (19%) and moderately satisfied (21%).

On the other hand, 14% were moderately dissatisfied, and 4% were extremely dissatisfied. Notably, 39% remained neutral, and 3% remained undecided.

Survey Reveals Top Causes of Prejudice and Discrimination in the Workplace

According to figure 1, social status (14%) was cited as the most common factor in workplace prejudice or discrimination, followed by gender (10%), race (6%), nationality (6%), sexual orientation (6%), ethnicity (5%), and religion (5%).

Figure 1: Causes of prejudice and discrimination in the workplace

The fact that social status is the primary driver of prejudice and discrimination raises concerns because it implies that people may be assessed more on the basis of their education, occupation, or income level than on their abilities and skills.

The inclusion of gender as a significant factor further suggests the possibility of ongoing gender bias and stereotypes in the workplace.

These results emphasize the need for ongoing initiatives to improve diversity and inclusion in the workplace and to address issues of prejudice and discrimination based on a variety of characteristics, including social standing, gender, race, nationality, sexual orientation, ethnicity, and religion.

Diversity and Inclusion Training Programs as Part of the Onboarding Process

Results revealed that 31% strongly agree that diversity and inclusion training programs should be an integral part of the employee induction process, and 29% somewhat agree.

In contrast, 2% strongly disagree with the above statement, and 8% somewhat disagree. 28% remained neutral, and 2% remained undecided.

Most Effective Tips in Achieving a Diverse and Inclusive Workplace

Moreover, according to the next survey data, respondents had varying opinions on the most effective strategy for achieving a diverse and inclusive workforce. Most respondents (20%) thought creating Employee Resource Groups (ERGs) was the best course of action.

Other common tactics include building safe working spaces for working mothers (14%), accessible workspaces for people with health conditions or impairments (15%), and spaces for all employees who practice a religion (10%).

Notably, although not as strongly endorsed as the strategies mentioned above, cross-cultural engagement (13%) and supporting gender-family workspace (11%) were also seen as crucial strategies.

Moreover, the next survey poll asks the respondents, “Do you think a free and open environment for self-expression would lead to a diverse and inclusive workplace?” The majority of respondents agreed, while a minority disagreed.

27% strongly agreed, 30% somewhat agreed, 30% remained neutral, 9% somewhat disagreed, and 3% strongly disagreed.

Pros of Diversity and Inclusion in the Workplace for Employers

The pros of diversity are as follows:

Leads to greater innovation (7%), make it easier to recruit top talents (6%), helps gain a diverse customer base (5%), improves brand image (6%), boosts employee morale (6%), attracts international audience/customers (5%), and enhances employee performance (7%).

Figure 2: How diversity and inclusion in the workplace employers.

However, the cons are:

Increased conflicts and tension among employees (5%), higher costs associated with implementing diversity and inclusion programs (7%), decreased productivity due to lack of understanding and communication (6%), and difficulties in managing and accommodating a diverse workforce (7%).

Pros of Diversity and Inclusion in the Workplace for Employees

Increased creativity (8%), increased competitiveness and involvement in the company (8%), enriched transparent communication with employers (8%), endorsed exchange of unbiased feedback (7%), increased opportunities for professional and personal growth (9%), increased sense of belongingness (8%), and equal access to learning opportunities (8%).

Figure 3: How diversity and inclusion in the workplace employees.

Lastly, when asked what the respondents think is the main challenge that comes with integrating diverse and inclusive policies in the workplace, results indicated that 16% stated, “integration across multicultural teams may endorse negative cultural stereotypes.”

Followed by professional communication that can be misinterpreted across cultures (16%), constraints faced due to infrastructural limitations (13%), issues raised due to different understandings of professional etiquettes (15%), and concerns due to conflicting working styles across teams (16%).

Notably, 10% stated none.


Survey TitleSurvey on Diversity and Inclusion in the Workplace
DurationMarch 5-March 12, 2023
Number of Participants10,000
DemographicsMales and females, aged 21 to 99
Participating Countries Afghanistan, Algeria, Angola, Argentina, Armenia, Australia, Azerbaijan, Bahrain, Bangladesh, Belarus, Benin, Bolivia, Brazil, Brunei, Bulgaria, Burkina Faso, Cambodia, Cameroon, Canada, Chile, China, China (Hong Kong) China (Macao), China (Taiwan), Colombia, Costa Rica, Croatia, Czech Republic, Ecuador, Egypt, El Salvador, Ethiopia, Finland, France, Gambia, Georgia, Germany, Ghana, Greece, Greanada, Guatemala, Honduras, Hungary, India, Indonesia, Iraq, Ireland, Israel, Italy, Ivory Coast, Japan, Jordan, Kenya, Kuwait, Kyrgyzstan, Latvia, Lebanon, Libya, Lithuania, Malaysia, Maldives, Maluritania, Mexico, Moldova, Mongolia, Morocco, Mozambique, Myanmar [Burma], Namibia, Nepal, Nicaragua, Nigeria, Oman, Pakistan, Palestine, Panama, Peru, Philippines, Poland, Portugal, Qatar, Romania, Russia, Saudi Arabia, Serbia, Sierra Leone, Singapore, Slovakia, South Africa, South Korea, Spain, Sri Lanka, Tanzania, Thailand, Togo, Tunisia, Turkey, Turkmenistan, Uganda, Ukraine, United Arab Emirates, United Kingdom, United States, Uruguay, Uzbekistan, Venezuela, Vietnam, Yemen, Zimbabwe.