Building a Diverse, Equitable, and Inclusive (DEI) Workplace in the UK

In 2024, the need for strong and genuine diversity, equity, and inclusion (DEI) in the workplace is greater than ever. As a result, employers across the UK are doing all they can to implement the changes necessary. Building a diverse, equitable, and inclusive workplace is not just about legal compliance; employees, suppliers, investors, and clients are increasingly demanding that the companies they deal with embrace and embed these qualities. In this article, we will look at some of the ways that employers can embed and embrace diversity, equity, and inclusion (DEI).

What is diversity, equity, and inclusion (DEI)?

Diversity in the workplace is about respecting protected characteristics such as age, disability, race, and gender. It also encompasses factors such as socioeconomic background, neurodiversity, and gender identity. However, diversity is just one piece of the DEI puzzle.

Equity acknowledges that the need to treat everyone the same does not always lead to fair outcomes. This is because, for many individuals, additional resources or workplace changes may be required to ensure that they have equal opportunities.

Inclusion is the practice of creating a workplace culture where all employees feel they belong, are respected, and are encouraged to be their true selves.

What is ‘intersectionality’

When developing a DEI policy within your organisation, it is also important to consider the implications of ‘intersectionality’. The concept of intersectionality is concerned with how overlapping aspects of our social identities (e.g., race, gender, disability) impact an individual’s experience. Employers who understand this can better provide targeted support based on the unique needs of the individual. For instance, a Black woman with a disability may face unique challenges compared to her peers. This is backed up by research by the McKinsey Institute for Black Economic Mobility that shows only 17% of UK employers have achieved both gender and ethnic diversity in leadership, indicating that more needs to be done to address overlapping areas of potential disadvantage.

Identifying workplace inequality

Identifying inequalities is the starting point for creating a DEI-focused workplace. Many UK workplaces still have considerable inequality gaps, especially among women, ethnic minorities, and those with disabilities. For example, Black, Bangladeshi, and Pakistani women are among the most disadvantaged, earning up to 36% less than white men in some age groups. By monitoring equality data, you can identify these gaps and find ways to address them.

Taking action on DEI

To help your business achieve its DEI goals, we recommend taking the following steps:

1. Collect data on workforce diversity – this will help you identify under-represented groups. Based on this information, you may then choose to set DEI targets, such as increasing ethnic diversity in leadership. Publicly setting measurable goals also encourages accountability.
2. Review your recruitment practices to ensure you attract a wide range of candidates - Using inclusive language in job ads and removing unnecessary requirements (e.g., specific university degrees) can widen your potential pool of talent. Another way is to put in place mentoring schemes to support career progression.
3. Create a culture where DEI can flourish - this can be achieved in many ways, including DEI training, employee networks, and clear anti-discrimination policies to encourage an environment where all employees feel safe and valued. Senior leaders play a vital role by setting an example and advocating for DEI at all levels.
4. Make your workplaces accessible to neurodivergent and disabled employees - adjustments could include flexible working arrangements, accessible interview processes, or assistive technologies. Employers can also use the Access to Work scheme, which provides funding for necessary adaptations.
5. Ensure that any DEI initiatives extend to the boardroom - the Financial Conduct Authority (FCA) now requires listed companies to report on diversity among senior executives and directors, with set targets to meet.
6. Develop clear DEI policies – these should cover areas such as maternity leave, menopause, and fertility. For instance, the Fawcett Society found that 41% of new mothers decline promotion due to a lack of support. To counter this, organisations can establish policies that support mothers, offer flexible working options, and ensure career progression opportunities for women.
7. Increase socio-economic diversity – this can be done by recruiting talent from a wider section of society, offering apprenticeships in underserved communities, and establishing targets for promoting employees from diverse socio-economic backgrounds, and
8. Have a workplace champion or DEI lead – a DEI lead can help maintain focus on DEI goals and promote inclusive practices.

Final words

There is no doubt that creating a diverse, equitable, and inclusive workplace does not happen overnight. It requires top-down commitment and dedicated resources. By doing so, employers can create a workplace in which employees feel protected, valued, and respected. In turn, this benefits legal compliance, staff retention, productivity and, ultimately, profitability.

Pearcelegal has a dedicated team of employment law Solicitors who provide practical legal advice and support on DEI, and other employment law matters. To make an appointment, please contact us on 0121 270 2700 or enquire through our contact form.