Small Steps, Big Impact: Budget-Friendly DE&I Initiatives for Startups and SMEs

Diversity, Equity, and Inclusion (DE&I) needn't be reserved for companies with big budgets and dedicated teams. In fact, small businesses and startups are uniquely positioned to embed inclusive practices from the ground up. With fewer layers and closer teams, even small actions can spark meaningful change.

Here’s how to build a more inclusive workplace—without spending a fortune.

Start With Inclusive Communication

Language shapes culture. The way we write job ads, run meetings, and give feedback can either invite people in—or unintentionally push them out.

Low-cost actions:

• Use gender-neutral language in job descriptions and policies (e.g., “they” instead of “he/she”).

• Add pronouns to email signatures and encourage others to do the same.

• Rotate meeting facilitators and use chat-based or asynchronous input to include quieter voices.

• Avoid jargon or acronyms that may exclude those new to the industry or company.

These tweaks cost nothing but signal that inclusion matters.

Leverage Free Learning & Peer-Led Training

You don’t need a DE&I consultant to start learning. There’s a wealth of free, credible content available and your team likely has lived experience to share.

Low-cost actions:

• Curate a DE&I resource list (articles, TED Talks, podcasts) and rotate discussion leads.

• Host “lunch & learn” sessions where team members share perspectives or case studies.

• Use platforms like CIPD, Acas, or Catalyst for free toolkits and webinars.

Learning together builds empathy and shared language.

Celebrate Diversity Through Rituals

Inclusion isn’t just about policies—it’s about how people feel day to day. Celebrating difference through small, consistent rituals can foster belonging.

Low-cost actions:

• Use a diversity calendar to acknowledge cultural and religious events.

• Invite team members to share traditions, recipes, or stories (voluntarily).

• Plan inclusive socials; think beyond pub drinks to activities that suit different personalities and lifestyles.

These moments create connection and show that everyone’s identity is welcome.

Audit Policies and Hiring Practices

Bias often hides in the fine print. Reviewing your policies and hiring processes through an inclusion lens can make a big difference.

Low-cost actions:

• Check policies for gendered language, assumptions about family structures, or rigid working hours.

• Use blind recruitment tools or remove names from CVs manually.

• Post roles on diverse job boards like BME Jobs, Diversifying.io, or Working Mums.

Even small tweaks can widen your talent pool and improve equity.

Inclusion is a Practice, Not a Project

You don’t need a DE&I budget to build a more inclusive workplace. You need intention, consistency, and care. Start small, stay curious, and keep listening.

Ask yourself: What’s one inclusive action we could take this week?

If you’d like support embedding DE&I into your startup or SME—without the overwhelm—Seed & Scale HR is here to help. Let’s build workplaces where everyone feels seen, heard, and valued.