Challenges to Inclusion in the Manufacturing Environment
Thanks to many years of experience at Diversity Hub and close cooperation with industrial companies, we understand that manufacturing has its own specifics and DEI management requires a tailored approach. Here are the most common barriers:
“Three speeds” within the organization: Companies combining production, office, and sales often operate at different paces, which hinders consistent communication, creates silos, and complicates information flow and change implementation across the organization.
Unequal access to information and tools: Production workers often have limited access to information and resources compared to office staff.
Masculine-dominated environment: Although the number of women in production roles is increasing, they still face barriers in development and promotion, as well as stereotypes that hinder their advancement in technical and managerial roles. There is also a lack of female role models.
Multigenerational teams and knowledge management: Factories often employ multiple generations (sometimes four) with different experiences, values, and communication styles. This requires flexible management, knowledge transfer strategies (especially with an aging workforce), and openness to younger generations.
Communication complexity in large structures: Effective and inclusive communication across dispersed and multi-level production structures is crucial but often challenging due to diverse workspaces and tools.
Talent competition: Many factories are located in industrial zones, leading to intense competition for skilled workers. Another visible challenge is retirement-related departures and difficulties in replacing experienced team members.
Need for “soft” skills in a “hard” environment: Production workers need to develop interpersonal skills such as trust-building, empathetic communication, giving feedback, and assertive behavior.
How Are Manufacturing Companies Implementing DEI? Practical Approaches and Solutions
We believe that every recommendation should be based on proven practices. That’s why, as Diversity Hub, we invited leading brands—Carlsberg Polska, FORVIA, Mondelez International (Skarbimierz Plant), Toyota Motor Manufacturing Poland, and Volkswagen Poznań—to share their experiences. Here’s how these companies are addressing the challenges:
In-depth diagnosis and listening to employees: Understanding the specifics of production work and real employee needs through analysis, interviews, and meetings is key (e.g., Carlsberg and FORVIA conducted dedicated DEI surveys). Being open to honest, sometimes difficult feedback is essential.
Engaging production employees (Co-creation, “Members Voice”): Shopfloor employees are the “heart of the organization.” Their active involvement in creating solutions is invaluable. Examples include co-creating inclusive behaviors at Carlsberg, the “Members Voice” feedback system and Kaizen in Toyota, and cross-functional project teams with production representatives in VW Poznań. Joint efforts build a sense of belonging and agency.
Translating values into daily behaviors (“micro-behaviors”): Instead of abstract values, companies focus on specific, daily habits that foster an inclusive culture, like remembering names, using simple language, and giving regular feedback (e.g., Carlsberg’s “10 Habits”). This shifts culture from declarations to action, enhancing individual responsibility for the workplace environment.
Creating tools tailored to production work: Solutions are customized, considering the physical nature of the job and technological access. Examples include a physical training kiosk on the shopfloor at Mondelez, paper-based DEI surveys at FORVIA, and Toyota’s AMAP program (adapting workstations to individual needs).
Systemic approaches to specific barriers: Actions are targeted to real issues, such as development programs for women in technical roles (Mondelez), transparent career paths, and initiatives raising awareness and management of generational diversity (VW Poznań).
Communication, communication, communication: Consistent, transparent, and inclusive communication is the foundation. Tools like FORVIA’s Code of Good Communication help build mutual trust and understanding. Engaging leaders in DEI discussions and providing them with communication tools is crucial.
Openness to feedback and real action: Asking for employee feedback (e.g., via surveys) only makes sense when the organization is ready to listen and act. Ignoring feedback erodes trust.
Change on multiple levels: Effective DEI implementation is not about one-off actions but comprehensive change across recruitment, development, knowledge management, leadership behavior, and everyday workplace culture.
If you want to explore detailed case studies of manufacturing companies, take a look at our report Culture Changemakers.
What Do We Recommend for Companies Implementing DEI in Manufacturing?
We understand there is no one-size-fits-all solution for every manufacturing company. However, our experience at Diversity Hub, and the stories shared by leading firms, lead us to offer the following key recommendations for those wishing to create inclusive workplaces in production environments:
DEI in manufacturing requires a unique approach: you can’t simply copy solutions from offices. It is crucial to know the specifics of the work on the shop floor and the needs of the people who do it.
Include production employees at every stage: their knowledge, experience and perspective are invaluable in diagnosing challenges and creating effective, acceptable solutions.
Focus on everyday life and “micro-behavior”: change is built on small, everyday interactions and decisions. Translating values into concrete, easy-to-implement habits is an effective method.
Investment in Communication and Leadership Competencies: open, clear, empathetic communication and developing skills to build an inclusive work environment in male and female leaders are the foundation of an inclusive culture.
Courage to break stereotypes and barriers: proactive measures aimed at eliminating stereotypes (e.g., of women in “masculine” roles) and creating equal opportunities and supporting people to overcome their own fears are essential.
Authentic readiness for change: asking the opinions of employees and diagnosing problems only makes sense if the organization is sincerely ready to accept feedback and take real action. Otherwise, measurement tools and policies become just a document.
DEI brings tangible business benefits: an inclusive culture leads to higher engagement, better retention, increased innovation, operational efficiency and ultimately improved financial performance.
If you’d like to talk about our experiences and find answers to questions like: Where to start? How to avoid common pitfalls? What should I focus on? – book a free consultation with us. We’ll be happy to share our insights.
How to Start DEI Initiatives in Manufacturing? Everyone Has Influence!
Building an inclusive culture in the manufacturing sector is a complex but achievable process. It requires an understanding of the environment, active engagement of employees at all levels, focus on everyday interactions, and readiness for systemic change and specific barrier removal. The examples shared demonstrate that investing in people and creating a space where everyone can be themselves and grow their potential brings tangible benefits for both employees and the organization.
For many companies, it’s a long journey — but experience shows that the best results come from steady, step-by-step, and consistent progress.
Every person can shape an inclusive work environment, even in production. Culture-building is not just the responsibility of HR or management. Involving all employees means equipping them with the right competencies and tools. That’s when we can speak of true culture change — when people move from being observers to becoming activators of change.
Experience from leading companies shows you don’t always have to wait for a top-down impulse. Sometimes, it just takes the right energy and commitment to move from waiting for action to driving it. And having a partner like Diversity Hub helps — we support and share the success stories of others.
Want to discover good DEI practices from manufacturing plants in Poland?
Download our Culture Changemakers – Inclusive Culture in the Manufacturing Industry. This is not a manual or report — it’s an inspiration guide that highlights true industry changemakers, sharing their stories, experiences, and implementation successes. Available in both Polish and English, free of charge.
