In the rapidly evolving employee landscape, diversity, equity, and inclusion (DEI) are more than just buzzwords—they are powerful values that drive innovation, foster creativity, enhance employee wellbeing and have the power to influence and encourage a more inclusive workplace and society.

Did you know?

  • Inclusive teams are over 35% more productive1
  • 76% of employees and job seekers said diversity was important when considering job offers2
  • 60% of employees want to hear business leaders speak up on diversity issues3
  • Companies in the top quartile for both gender and ethnic diversity in executive teams are on average 9 percent more likely to outperform their peers4

The above statistics evidence that DEI is no longer a nice to have but of high importance to job seekers and employees alike, and that investing and championing DEI in the workplace delivers results.

The unique qualities of a diverse workforce

Diversity isn’t simply focusing on gender or age, diversity is recognising and being accepting of an individual’s socioeconomic and cultural background, their religion, sexual orientation and much more. Diversity should be celebrated to create and nurture a culture of respect, belonging and inclusion.

A diverse workforce enriches the workplace environment and brings together individuals with a wide range of experiences, perspectives, and insights. It’s this diversity that fosters collaboration, creativity and innovation, encouraging teams to approach problems and challenges from differing viewpoints and produce alternative solutions and ideas. Furthermore, a diverse and talented workforce enables and supports businesses in understanding and serving its diverse community of customers.

What does equity really mean?

Equity in the workplace is defined as ensuring all employees access the same opportunities, resources, and treatment. Equity means employees are valued based on their skills, knowledge, and abilities in the workplace, rather than their characteristics.

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. There are currently nine protected characteristics:

  • Age
  • Gender reassignment
  • Being married or in a civil partnership
  • Being pregnant or on maternity leave
  • Disability
  • Race including colour, nationality, ethnic or national origin
  • Religion or belief
  • Sex
  • Sexual orientation

One study reported that less than three in 10 employees5 strongly agree that their organisation is fair to everyone – a worrying figure in today’s society.

Achieving equity within the workplace requires an organisation to analyse and challenge existing practices, policies and procedures, and to truly engage with and understand the makeup and motivators of its workforce. Investing in creating an equitable environment can have a vastly positive impact on employee engagement, morale and staff retention, with employees truly valuing an employer who is willing to invest in them.

There are many areas and narratives to explore when thinking about how to approach and demonstrate you are an equitable employer. Conducting an equity audit is an advisable starting point as this will help provide you with the data and management information you need to define your strategy, next steps and aspirations.

Understanding and embracing neurodiversity

The topic of neurodiversity has gained traction in recent years, however there is still confusion and a lack of understanding as to what the term really means. Neurodiversity is the range of differences in individual brain function and behavioural traits, put simply, it’s a term that refers to the way a person’s brain processes information and how they experience and interact with the world around them.

It is estimated that more than 15% of the UK workforce is neurodiverse6 however few organisations place a strong focus on neuroinclusion as part of their DEI strategy. A recent CIPD survey reported that a third of neurodivergent employees said their experience at work in relation to their neurodivergence has had a negative impact on their mental wellbeing7.

What is encouraging is that neurodivergent people are becoming more at ease with talking to their employer and peers about their own neurodivergence, allowing organisations to work with them to ensure they are being given every opportunity to thrive in the workplace and bring their best selves to work.

Embracing neurodiversity and fostering a culture of acceptance and open communication with neurodiverse employees is essential. The CIPD report on neuroinclusion at work provides some great insights, guidance and advice on how employers can begin their journey and the key principles for creating a neuroinclusive organisation.

The role of employee benefits within DEI

Designing an inclusive employee benefits and wellbeing programme is an integral part of any DEI strategy, and while many organisations are aware of the importance of DEI, research found that only 27% of HR expect their D&I agenda to influence benefit design, rising to 37% for large organisations8.

With a multitude of benefits and wellness initiatives to choose from, the critical element before implementing anything is ensuring you know what makes your employees tick, and subsequently tailor your benefits package accordingly. Engage with your workforce and seek to understand their motivators, what they value and what they actually need to help them thrive, both in and out of work.

Despite the current climate, financial remuneration, all be it of strong importance, is just one part of your employee value proposition (EVP). Think holistically about your EVP and remuneration package – a fair salary reflective of an individual’s contribution, in conjunction with a benefits package that supports work-life balance and promotes good physical, financial and mental health, combined with an organisation that priorities DEI, will put you at the front of the pack as an employer of choice for prospective employees and equally help you retain staff.

Summary

Diversity, equity and inclusion is ever evolving and leaders play a critical role in championing DEI in the workplace.

Embracing DEI is not just the right thing to do – it’s also good for business. There are many links to the benefits of having a diverse and inclusive workforce, from increased productivity and employee engagement to tangible rises in financial performance. By fostering a culture of DEI, businesses can unlock the potential of their greatest asset – their people, and create an environment where employees have a true sense of belonging and flourish in their work.

References

1/2/3. https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance#outperform

  1. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact
  2. https://www.gallup.com/workplace/401573/workplace-equity-dei-why-matters.aspx
  3. https://www.bond.org.uk/news/2024/05/how-to-effectively-support-neurodiverse-people-in-the-workplace/#:~:text=In%20the%20UK%20it%20is,have%20learned%20more%20about%20them
  4. https://www.cipd.org/uk/knowledge/guides/neuroinclusion-work/

8. https://www.reframe.co.uk/blog/diversity-and-inclusion-in-the-workplace-designing-inclusive-employee-benefits

Steve Hope
Steve Hope
Health & Wellbeing Director at Adler Fairways | + posts

With over two decades of experience working in the employee benefits and health & protection insurance industry, Steve has extensive knowledge of the market and a passion for providing a professional yet personalised service. Delivering advice that makes a difference, tailored to customers' specific needs.