Let’s be honest: we all want a workplace where everyone feels safe, respected, and able to be themselves. But when it comes to actually embedding Diversity, Equity, Inclusion & Belonging (DEIB) practices into daily work life, it can feel… overwhelming. Cultural change. Recruitment practices. Promotions. Leadership behaviour. Where do you even start?
The good news? Small, intentional steps are steps too!
At Planon, we believe DEIB isn’t a one-off initiative or a checkbox you can just tick. It’s a continuous journey made up of many, small and big, intentional steps. Here are five practical (and very doable) ways to start bringing DEIB to the forefront of your organisation.
1. Mark the moments that matter
The calendar is your friend. Throughout the year, there are many days, weeks, and months that shine a light on DEIB-related topics: International Women’s Day, International Men’s Day, Pride Month, Mental Health Awareness Week, Movember, Pink October… the list goes on.
At Planon, we pay attention to several of these moments. Not just to acknowledge them, but to educate and start conversations.
Take Pride Month, for example. This month is a time to celebrate the voices, rights, and diversity of the LGBTQIA+ community, while also recognising that inclusion and belonging is still a work in progress. In 2025, our celebration of Pride Month included:
- A weekly newsletter on our intranet with topics ranging from bias to the history of Pride Month. Each newsletter also featured a song by an LGBTQIA+ artist from our Planon Pride playlist.
- That brings us to our second item: our Planon Pride playlist. We created this playlist a few years ago. Each June we encourage our colleagues to add their favourite LGBTQIA+ songs.
- Interactive placemats with quizzes and conversation starters distributed around the office.
- Posters with thought-provoking statements and questions.
- A simple but powerful question: “What does Pride mean to you?” Answered both digitally and in a physical box, and shared with the organisation at the end of the month.
None of these initiatives are complicated on their own. Together, they help create visibility, awareness, and connection.
2. Create internal guides
Good intentions are great. Clear guidance is better.
Internal guides or “how-to’s” help colleagues understand what inclusive behaviour looks like in practice, towards each other and towards external partners. They also give people the tools to adjust their behaviour when language or habits evolve (because they do).
At Planon, we created an internal guide on inclusive communication including examples of which words and phrases best not to use (anymore) and their alternatives.
Think of it as a shared reference point. Not a rulebook, but a helping hand.
3. Making learning interactive
Twice a year, our Talent Development team hosts workshops focused on recognising and overcoming bias. These sessions explore:
- What bias is (spoiler: everyone has it)
- How it shows up in your daily work
- What you can do to counteract it
We also support hiring managers with training in inclusive recruitment, because fair hiring starts long before the interview.
The key? Keep it practical, interactive, and safe. People learn best when they’re invited into the conversation, not lectured.
4. Share content that sparks curiosity
Not everyone learns the same way, and that’s kind of the point.
Sharing articles, short explainers, videos, or TED Talks is an easy way to keep DEIB top of mind without overwhelming people. At Planon, we have published and shared content on topics such as:
- The difference between equality and equity
- Mental health, stress awareness and vitality
- Neurodiversity and neuro-inclusive workplaces
Small pieces of content can plant big seeds and give colleagues the opportunity to learn at their own pace.
5. Offer (e-)learnings that fit into real life
Not everyone can attend a workshop. That’s why flexible learning matters.
Through the Planon Academy, colleagues have access to DEIB-focused e-learning modules, including bias awareness, DEIB team activities, webinars and interactive materials.
In addition, our colleagues can explore external learning platforms like GoodHabitz, with courses such as Curb Your Bias or Neurodiversity At Work.
Because learning should be accessible, not another item on an already full to-do list.
Small steps, real impact
Do these five actions solve inequality, bias, or exclusion overnight? Of course not.
But they do start conversations. They create awareness. They signal what matters to your organisation. And they invite everyone to take part.
At Planon, we believe everyone deserves a workplace that feels accessible, safe, and fair. We know we still have a way to go, but we’re committed to keep moving forward, together.
And that’s how real change starts: one intentional step at a time.
