Insights

To be future ready, companies must embed DE&I into their DNA

By Colleen Doherty, Chief People Officer, UST

As the workplace continues to evolve, it’s becoming increasingly clear that diversity, equity, and inclusion (DE&I) are not just buzzwords; they are essential components of a thriving, innovative, and growing company. And while many organizations have made strides post-COVID, there’s still a lot of room for improvement. Hybrid and remote work models may have shifted work-life balance, but let’s be honest: they’re not inherently gender-neutral. In fact, according to McKinsey, the pandemic made the work equity gap worse. Women, who make up 39% of global employment, accounted for 54% of overall job losses. Women’s jobs are 1.8 times more vulnerable to crises like COVID-19.

So, how can companies tackle this imbalance and truly embed DE&I into their core? Here are five powerful initiatives to get started.

1. Reimagine career paths

People have different needs at different life stages, and women in particular often face challenges when life events—such as starting a family or caregiving—impact their career trajectory. But these events shouldn’t be seen as setbacks. Research from Josh Bersin and Harvard Business Review show that inclusive companies are 1.7 times more likely to be innovative and 70% more likely to capture new markets. Diversity drives creativity and growth, period.

Forward-thinking companies are reimagining talent rotation programs to offer flexible career paths. Whether a woman needs to slow down for a period or hit the gas after a life event, there should be systems in place to support both scenarios. Rotational leadership roles or sabbaticals can help retain top talent and keep women in the leadership pipeline.

2. Develop female leaders

Despite progress, the lack of women in leadership roles remains a glaring issue. The solution? Companies need to build clear pathways to leadership that prioritize mentorship, sponsorship, and equitable succession planning.

The data is telling: according to DDI World, only 24% of women leaders have had a formal mentor, compared to 30% of men. At the senior level, that gap widens—only 27% of women have had mentors compared to 38% of men. We can’t afford to leave this kind of talent untapped. It’s time for companies to make leadership development for women a top priority, not an afterthought.

3. Take mental health seriously

Imposter syndrome is real, and it’s rampant—especially for women. According to KPMG, 75% of women in executive roles have experienced imposter syndrome at some point in their careers. This issue is particularly common among women and people of color, often fueled by microaggressions, discrimination, and a lack of representation in leadership.

Add to this the rising, global mental health crisis, and productivity declines. In fact, according to the SHRM, employee leaves of absence for mental health issues increased by 300 percent from 2017 to 2023. In 2023, 69 percent of mental health-related leaves of absence were taken by women.

Companies can help combat both of these related issues by creating a culture that celebrates successes and provides regular, constructive feedback. When leaders share their own struggles with self-doubt and encourage an open dialogue about mental health, it normalizes the conversation and makes it easier for others to speak up. Additionally, employers can help mitigate the mental health crisis by offering comprehensive mental health benefits, including access to therapy, counseling, and wellness programs that support employees' well-being.

DE&I isn’t just about hiring; it’s about fostering an environment where everyone can thrive.

4. Create an inclusive digital workspace

Video calls have become the norm, but for many women, they come with extra stress: being camera-ready adds another layer of pressure. According to a Zoom study, people are 67% more engaged when the camera’s on. So, what can we do to keep people engaged and take the pressure off?

Companies need to shift the focus from appearance to contribution. Leaders should model this by appearing on camera in more casual settings and emphasizing that the goal is participation, not perfection. And let’s be real—sometimes a phone call works just as well as a video conference.

5. Attract and retain female talent

It’s not enough to write inclusive job descriptions—companies need to build environments where women want to stay and grow. Glassdoor found that 2 out of 3 job candidates prioritize diverse workforces, and EY research shows that 63% of employees care deeply about DE&I programs when choosing where to work. The next generation of talent isn’t just asking for DE&I—they’re demanding it.

To recruit and retain more female talent, companies should:

• Write inclusive job ads that highlight flexibility and career progression.
• Assemble diverse hiring panels to show that the company values different perspectives.
• Create development programs that empower women and help them advance.

The bottom line

Embedding DE&I into your company’s DNA is not just a nice-to-have—it’s a must-have for any organization that wants to be future ready. Companies that prioritize DE&I are more innovative, retain top talent, and capture new markets. By focusing on flexibility, leadership development, and addressing the unique challenges women face, we can create an inclusive workplace where everyone has the chance to thrive.

Colleen Doherty is the Chief People Officer at UST and brings more than 20 years of experience working in human resources and building relationships that positively influence people’s lives and careers. Colleen and her husband live in New Jersey and are the proud parents of two children and a Labrador retriever, Saylor, who is the highest maintenance of them all. Colleen enjoys and relies on hot yoga for peace, happiness, creativity, and overall health.