This study examines the relationship between seven categories of diversity, equity, and inclusion (DEI) practices and twelve workplace outcomes (e.g., burnout). The Table on page 3 of this 62-page report includes the seven DEI category practices: 1) Diversity Recruiting Initiatives (increasing representation of underrepresented groups), 2) Education and Training (improving knowledge, skills, and abilities concerning DEI) 3) Internal Diversity Partners (getting stakeholders engaged in DEI), 4) Managerial Involvement (supporting employees and DEI through managerial behaviors), 5) Mentoring and Sponsorship (providing employees with a variety of developmental opportunities), 6) Physical Visibility (physically showcasing different employees within the company and their accomplishments), and 7) Workplace Policies (e.g., ensuring employees can contribute and be heard, policies for fair promotion). Managerial involvement, workplace policies, and mentoring and sponsorships programs were found to be the most common factors that shaped inclusivity in the workplace. The report provides recommendations on practices for improving these areas. As a bonus, here is a previous post about a 50-page report by the Center for Employment Equity that provides DEI research-based strategies.