“Can you share one innovative approach you used in implementing a DEI strategy that yielded unexpected positive results? How did this approach differ from traditional methods, and what key lesson did you learn?”
Thought leaders share their experience
Focusing on mentorship programs
One innovative approach I used in implementing a DEI strategy was focusing on mentorship programs that paired employees from different backgrounds with senior leadership. Unlike traditional top-down diversity training, this initiative encouraged two-way learning, allowing both mentors and mentees to share experiences and perspectives in an open, non-judgmental space.
The surprising result was the increased sense of inclusion and better collaboration across departments. The key lesson I learned was that fostering real, ongoing conversations about diversity and inclusion creates deeper connections and understanding, rather than just implementing one-time training. It became clear that the most effective DEI strategies are those that encourage long-term, personal engagement and focus on authentic, shared experiences rather than simply checking boxes. This approach shifted the company culture towards a more inclusive environment where employees felt comfortable discussing their differences and working together to solve challenges.
Georgi Petrov, CMO, Entrepreneur, and Content Creator, AIG MARKETER
Immersive DEI training with virtual reality simulations
One really innovative solution I developed was this immersive DEI training with virtual reality simulations. Rather than traditional lecture sessions, the employee would then be placed into a highly realistic setting where he or she could indeed witness the perspectives of others. It remained highly engaging and ensured the retention of experience. During that time, the participant actually worked through instances of bias or exclusion and came away with immediate feedback on their choices.
This differed from the traditional lecture in that it fostered empathy and real-world application, whereas the other form relied upon passive learning. The positive effect that one did not expect was a marked transformation in everyday practice and open discussion around inclusion on teams. The key takeaway was that lessons through experience create lasting impressions by presenting abstract DEI concepts in personally meaningful experiences that spur true cultural change.
Dhari Alabdulhadi, CTO and Founder, Ubuy Peru
