Diversity is visible in today’s changing workplaces, but inclusion is elusive. This is an empirical research that investigates thegaps between organizational D&I initiatives and employees' lived experiences across different identities. The study uses a secondaryqualitative analysis of the "Diversity, Equity and Inclusion Measures" dataset on Kaggle to investigate what factors including gender,ethnicity, sexual orientation and leadership roles have on perceptions of inclusion. The findings are explored through the lens of SocialIdentity Theory and Inclusive Leadership models, highlighting critical disparities especially for LGBTQ+ individuals, Indigenous employeesand employees in non-managerial roles. The research interprets these patterns with a broader theoretical framework and provides practicalinsights and strategic pathways for organizations to construct more inclusive environments. The data in this paper is intended to give decisionmakers and HR professionals data driven evidence to move beyond performative diversity efforts and integrate equity into the very fabric ofworkplace culture.Keywords: Workplace Equity, Diversity and Inclusion, LGBTQ+, Intersectionality, Employee Inclusion Gaps, DEI Metrics, OrganizationalCulture, Inclusive Leadership, Gender and Ethnicity