To create an environment that delivers a sense of belonging, I have found through my ideas in my career that often inclusivity with some organizations becomes a task. The ability to create an environment fully embraces everyone working for the organization. Here are a few ideas to drive Diversity and Inclusion:

• Creating a touch base session with associates. A town hall meeting in several sessions of the day that covers all shifts and work environments in the office, out of the office, field employees, or hybrid employees. Work to utilize the sessions for feedback with the staff—creating questions that will drive feedback regarding their feelings on the work environment, what improvement would be appreciated, and new ideas to drive the best results in the business. Pulse views on whether work is enjoyable or if there is a disconnect. Create follow-up solutions for meaningful concerns or questions that could not be answered entirely during the town hall. Ensure we follow up -promptly. This can build trust with the staff.
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• Develop a recognition culture where all staff members can celebrate accomplishments, small or significant. We must be reminded that not all individuals are exposed to over-the-top achievements and tend to shy away from being involved in organizational peer building if the recognition is not designed to address everyone. Making the rules that create professional and manageable recognition would be a best practice. Since we are in a digital age, utilizing applications will help individuals earn points for excellent redeemable goods.
• Cultural shows and tell. Typically, staff signs up to enter to be chosen for a day in the week to share information about their culture. Whether it ranges from jewelry to dances, creating the same ideas with employees who may be hybrid or in the field is also wise. Pick a day out of the week; at huddles, rallies, or team meetings, have the individual present for 1-2 minutes in the morning. This may open interest and help others develop conversation and ask respectable questions. As always, we need to stipulate the appropriate rules of the show-and-tell so as not to degrade or offend one another. 
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• Discussing what will be presented is often a great practice to ensure approval of what is being offered.
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• Develop a recognition team of staff who do not hold management or leadership positions. It is best to create a diverse group that can share innovative ideas that will elevate morale consistently. Starting a rotation of individuals who can participate, along with a timeline for the rotation of staff on the recognition team. Appointing a few members of management to oversee and partner with the recognition team. Develops new teamwork skills at work, encourages regular feedback and the recognition team to work through transforming the organization's culture, which can help increase performance to organizational goals, and sets a precedence that everyone is welcome. This team is a great way to introduce essential information regarding corporate updates or communications that would sometimes be difficult to convey to all organization staff.

Consider the following questions:

• Did your peers consider diversity in the workforce?
• Did your peers consider the unique opportunities and challenges posed by a hybrid work environment?
• How could your peers' ideas be implemented?

Build on your peers' ideas by considering how to engage a diverse workforce and how to create initiatives that are inclusive of all employees. Remember a diverse workforce includes diversity of thought, generation or age, cultural norms, socio-economic impacts, physical and cognitive abilities, and disabilities, etc. Finally, if you have any additional ideas about addressing the unique challenges associated with a diverse workforce, be sure to share with your peers!