For startups, the journey towards a diverse and inclusive environment doesn’t necessarily require substantial financial investment. It begins with leadership commitment; leaders play a pivotal role in setting the tone, so their genuine dedication to DEI can significantly influence the company culture without incurring high costs.

Cost-effective DEI strategies include:

• Leveraging existing networks and platforms to reach a diverse talent pool
• Implementing inclusive and unbiased recruitment practices
• Offering training sessions using free or affordable online resources
• Encouraging open dialogue and feedback within the team.

Duro Oye, CEO of 20/20 Levels, an organisation that empowers black and racially underrepresented youth, emphasises the unique position of startups: “Entrepreneurs who are just starting their journey towards creating a diverse and inclusive business are at an advantage to well established companies as they can weave DEI into their fabric. In 2024 and beyond having a diverse and inclusive business is not only a moral imperative but also a strategic advantage in today’s global and interconnected world.

“My advice would be to not only educate yourself but seek help from EDI experts who can share knowledge, insights and direct you to information that you don’t even know is out there. They can help with breaking down the nuances and complexities of different cultures, backgrounds, and perspectives.

“Other key things to consider:

• Establish clear DEI goals
• Integrate DEI into your business strategy
• Prioritise inclusive hiring practices
• Tap into and build diverse networks
• Measure and track progress.”

Duro also notes common DEI implementation challenges for startups, like limited budgets, and suggests practical solutions: commitment from leadership, considering intersectionality in DEI efforts, and valuing employee feedback, which can be collected through simple, cost-effective methods.

“The three main common challenges/mistakes startups face when implementing DEI are:

"Lack of leadership commitment:

• Challenge: without commitment from leadership, DEI efforts are likely to stagnate.
• Solution: ensure that leadership is fully committed to and actively involved in creating a diverse and inclusive culture. This commitment should be reflected in both words and actions.

"Not addressing intersectionality:

• Challenge: overlooking the intersectionality of identities and experiences.
• Solution: recognise and address the unique challenges faced by individuals with intersecting identities. Tailor your DEI initiatives to be inclusive of various dimensions of diversity.

"Ignoring employee feedback:

• Challenge: ignoring or dismissing feedback from employees regarding DEI issues.
• Solution: actively seek and listen to employee feedback. Create channels for open communication and address concerns promptly. Regularly survey employees to gather feedback on the workplace climate.

“By actively addressing these challenges and implementing inclusive practices, entrepreneurs can build a more diverse and equitable business from the ground up. This not only enhances the company's reputation but also contributes to long-term success and innovation,” says Duro.

Integrating DEI into business operations for startups is about creatively utilising available resources to foster a culture rich in diverse perspectives. While financial constraints are a reality, strategic partnerships and a continuous commitment to improvement enable startups and SMEs to develop inclusive workplaces. This journey is vital for social change and achieving business success in today’s globally interconnected market.