Strategies for diversity, equity, and inclusion as a driver of sustainable change in organisations

In today’s business world, the principles of diversity, equity, and inclusion (DEI) are increasingly seen not just as a corporate commitment, but as a strategic factor for success. They drive innovation, sustainability, and trust within organisations.

For “We asked the experts, Tina Todorova, Human Resources Manager at DoubleTree by Hilton Plovdiv Center, shares her experience and insights on how companies can build an inclusive culture, what challenges they face on the path to change, and how integrating these principles leads to tangible business benefits.

How is the understanding of diversity, equity, and inclusion changing in today’s workplace?

The perception of DEI has evolved from a formal commitment to a strategic necessity. Today, these principles are seen as a foundation for innovation, sustainability, and global competitiveness. Companies recognise that it’s not enough to simply have diverse groups present in the organisation – they must build a culture where every employee feels seen, heard, valued, and respected.

This transformation is achieved through a comprehensive framework of initiatives across three key areas:

• Culture – creating an environment where differences are respected and inclusion is encouraged.
• Talent – actively attracting, developing, and retaining people with diverse backgrounds, perspectives, and identities.
• Communities & Partnerships – building connections with clients, suppliers, and local communities through inclusive practices.

What are the main trends and challenges organisations face?

Key trends include:

• Integrating DEI principles into all business processes – from recruitment and training to marketing and procurement.
• Using data and measurable indicators to track progress and ensure transparency.
• Establishing internal inclusion networks and groups to align initiatives with the overall company strategy.
• Focusing on recognising employees’ multiple identities (e.g., employee, parent, minority, person with a disability) and understanding how these aspects impact their workplace experience.

Main challenges include:

• Resistance to cultural change and lack of leadership engagement.
• Insufficient resources or expertise to implement effective inclusion policies.
• Difficulties in measuring impact and translating these principles into concrete business outcomes.

What are the key elements of a successful DEI strategy, and how can companies integrate these principles into their business models and culture?

A successful DEI strategy is built on clear leadership commitment and a structured framework in three areas: Culture – Talent – Communities & Partnerships. This approach not only promotes inclusion but also creates real business value.

Culture evolves through inclusion groups, recognition of cultural differences, and continuous feedback from teams.

Talent is supported through inclusive recruitment, university partnerships, leadership and mentoring programs for gender and ethnically diverse leaders, along with transparency and accountability. Inclusion is a leadership responsibility, requiring managers to lead by example and foster an environment where everyone feels accepted and valued.

Communities & Partnerships are crucial for social engagement and sustainability. Organisations build strong relationships with clients, suppliers, partners, and local communities, supporting women-led and minority-owned businesses, as well as entrepreneurs from underrepresented groups. Through targeted marketing initiatives and long-term NGO partnerships, companies reach diverse cultural and social groups while creating real impact.

At the core of this commitment lies the belief that business has the power to drive change. When inclusion principles are embedded in strategic planning, goals, and internal policies, they become a sustainable engine for growth and trust.

What measurable benefits do DEI policies bring to organisations?

Organisations that successfully implement DEI principles report several tangible benefits:

• Improved business results – diverse teams make better-informed decisions and foster innovation.
• Higher employee engagement and retention – inclusive cultures increase satisfaction and loyalty.
• Expanded market reach – by engaging with diverse customer segments and supporting local communities.
• Transparency and accountability – through regular reporting on progress and impact.
• Enhanced reputation and employer branding – inclusion becomes a competitive advantage in attracting talent.

In conclusion, diversity, equity, and inclusion are not one-time initiatives but an ongoing process of development that requires commitment, leadership, and courage to drive change. When strategically integrated, they become a catalyst for growth, innovation, and sustainable success – for both people and business.