How to recognise a diverse team

Do you know how to recognise a diverse team? 

Diversity and inclusion in the workplace isn’t a box-ticking exercise. It’s about people. Real people with different backgrounds, beliefs, needs and ways of showing up at work.

As teams become more diverse, the way we recognise people has to evolve. No more unconscious bias meaning only the CEO-lookalikes get a pat on the back. And when it comes to gifting, no more falling back on flowers - or bunging everyone a bottle of wine.

Recognition needs to be inclusive. And if you’re reviewing your strategy, we hope this article helps with that.

The workforce Is changing

Today’s workforce is more diverse than ever before. That’s not a trend. It’s a reality backed up by long-term data.

Between 2004 and 2022, all ethnicities had a higher proportion of people in work - but “the smallest increases were in the white ethnic group (from 74% to 77%)”. In contrast, the combined Pakistani and Bangladeshi ethnic group saw a rise of 17%. 

And it goes beyond ethnicity. The proportion of women at work has risen significantly (from 66% in 2012 to 72% in 2023). There’s also a growing proportion of people identifying as lesbian, gay, or bisexual.

Then there’s the age dimension. Older people are working longer, and making up a bigger share of the workforce - putting a bigger gap than ever between the oldest and youngest workers.  

All of this paints a picture of a workforce with wildly different needs, preferences, priorities, and interests - and the increasing need to personalise your approach to recognition. Because employees don’t all experience work in the same way.

What makes a team genuinely diverse?

A diverse team isn’t just about visible differences. Diversity within a team can include:

• Cultural and ethnic background
• Gender identity and sexual orientation
• Disability and neurodiversity
• Age and life stage
• Religion and belief
• Socio-economic background
• Different ways of thinking and communicating

Research consistently shows that diverse teams can be more innovative. But that only happens when inclusion is present. Without it, diversity can feel uncomfortable, when it should feel empowering.

Inclusion is what makes diversity work

Inclusion is what turns representation into belonging.

Academic research shows that psychological safety plays a huge role here. When people feel safe to speak up, share ideas and be themselves, diverse teams work better. When they don’t, voices get lost.

Studies also show that employees from underrepresented groups are more likely to report less positive workplace experiences and lower perceptions of fairness. That gap often shows up in subtle ways, including who gets recognised and how.

Diversity and inclusion in the workplace examples​

Inclusive workplaces tend to have a few things in common:

• Leaders who are clearly accountable for inclusion
• Flexible working policies that reflect different lives and responsibilities
• Accessible tools and environments
• Fair access to development and progression
• Multiple ways for employees to share feedback

The CIPD’s Inclusion at Work research highlights that many organisations still don’t take a strategic approach to inclusion. Without that structure, inclusion efforts can feel inconsistent or surface-level.

Why recognition needs to be more thoughtful

Employee recognition is meant to make people feel valued. But when it’s generic, rushed or based on assumptions, it can quietly miss the mark. In some cases, it can even make people feel more invisible than before. Not ideal.

As teams become more diverse, recognition needs to become more considered too. What feels motivating or meaningful to one person may not land the same way for someone else.

1. People like to be recognised in different ways

There’s no single “right” way to say thank you.

Some people love public recognition. A shout-out in a team meeting or a Slack message can be exciting, and give their day a boost. Others find public praise uncomfortable - even abjectly mortifying - and would much rather receive a quiet thank you or a personal note.

The same applies to rewards and gifts. Some people enjoy food or drink treats. Others may have dietary restrictions, cultural reasons, or personal preferences that mean those gifts don’t work for them at all. Some value experiences. Others prefer something practical, or something they can choose for themselves.

Inclusive recognition gives people options and respects individual preferences, rather than assuming everyone feels appreciated in the same way.

2. Bias can shape who gets recognised, and for what

Recognition isn’t always as neutral as we think.

Research and lived experience both show that unconscious bias can influence:

• Who gets noticed
• Which contributions are seen as valuable
• Which behaviours are praised or rewarded

More visible roles, louder voices, or work that looks impressive on the surface can attract more recognition, while equally important behind-the-scenes work can go unacknowledged. This can disproportionately affect people from underrepresented groups, part-time workers, carers, or those who don’t self-promote. Ever seen a little girl be chastised for ‘showing off?’.

Over time, these patterns matter. If the same types of people or behaviours are consistently recognised, others may start to feel overlooked - even if that’s not the intention.

Thoughtful recognition means actively widening the lens on what “good work” looks like, and who gets credit for it.

3. Timing and intent matter as much as the reward

Recognition isn’t just about what you give. It’s about when and why.

A generic thank you sent weeks after the fact can feel transactional. A timely, specific acknowledgement that clearly explains what someone did and why it mattered feels more human. It feels genuine. It feels like you’re seen.

In diverse teams, clarity of intent is especially important. People want to know they’re being recognised for their contribution, not because of a tick-box moment or a calendar reminder.

Inclusive recognition is specific, timely and sincere. It shows that someone’s effort was noticed, understood and genuinely appreciated.

The takeaway: at its core, inclusive recognition starts with one simple idea: don’t assume. Ask, listen, and design recognition in a way that reflects the real people on your team, not an imagined “average” employee.

Inclusive gifting for diverse teams: 3 tips

Gifting can be a powerfully simple tool, when it comes to your recognition strategy. But here’s some things to remember…

1. Start with choice

Offering a choice of gifts is one of the easiest ways to be inclusive. It gives people control and removes guesswork - so there’s no risk of falling back on lazy stereotypes (“Flowers? For International Women’s Day? Groundbreaking”).

That might mean:

• Offering a small, curated range rather than a single gift
• Including experiences, learning or charity options
• Letting people choose something that suits their life, not yours

2. Be mindful of lifestyle & diet

Food and drink-based gifts can quickly exclude people if you’re not careful. Lifestyle choices, preferences, restrictions and allergies all can turn a well-meaning gift into an insulting - or even dangerous - burden. A few simple considerations go a long way:

• Don’t default to alcohol
• Be aware of common dietary requirements
• Offer non-food alternatives wherever possible

These choices signal care, even when the gift itself is small.

3. Respect cultural and religious differences

Not everyone celebrates the same holidays, or celebrates them in the same way. Your workforce is constantly changing, so don’t forget that not all experiences are shared. Inclusive recognition means:

• Avoiding assumptions about what people mark or enjoy
• Recognising contributions all year round
• Asking rather than guessing

Feeling seen matters more than perfect timing.

Inclusive engagement goes beyond gifting

Recognition is just one part of engagement.

Inclusive engagement also shows up in:

• Onboarding that reflects different identities and experiences
• Clear, accessible communication
• Flexible ways to contribute and collaborate
• Fair and transparent progression paths

When engagement reflects the reality of a diverse team, people are more likely to feel they belong.

How to know if it’s working

Inclusive workplaces don’t rely on gut feel alone.

Useful signals include:

• Engagement and inclusion survey results
• Retention and progression patterns across groups
• Participation in recognition programmes
• Honest, qualitative feedback from employees

Inclusion isn’t static. It needs reviewing as teams and expectations change.

Final thoughts

Diversity in the workplace is here to stay. In fact, teams are likely to keep becoming more diverse - and that may be even less visible in dispersed, hybrid or remote teams. That’s why it’s so important to assess whether our ways of recognising and engaging people are genuinely inclusive.

And inclusive recognition doesn’t need to be complicated or expensive. It just needs to be thoughtful, flexible and human. Because when people feel genuinely seen and appreciated, everyone benefits.