If you’ve been scrolling your social media feed or reading the news at all in the past few months, you might have noticed that equity, inclusion and diversity (ED&I) policies seem to be the subject of much debate. On the one hand, major companies are quietly abandoning DE&I targets and cutting back on dedicated job roles, mostly in response to the changed socio-political climate. On the other, inclusion and diversity advocates worldwide are stressing the importance of these programmes and highlighting the positive outcomes they’ve yielded so far.
But what is ED&I, exactly, and what role does it play into wider corporate social responsibility agendas?
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Inclusion and diversity policies do not stand in isolation, but should be part of a much larger company effort to contribute to a fairer society. In other words, businesses have a big role to play when it comes to having a positive or negative impact on the communities they operate in. If the word ‘corporate’ makes you think of soulless enterprises focusing just on profits, think again. From minimising their environmental impact, to fostering growth by creating new job roles and contracting local suppliers, there’s so much that businesses can do to become a force for good.
In this context, companies’ environmental, social and governance (ESG) commitments have a huge role to play. Thanks to consumer and stakeholder pressure and government-mandated decarbonisation targets, environmental policies often take centre stage when talking about corporate social responsibility. However, the ‘social’ in ESG is equally important. This social component delves into how a company treats its employees, customers, stakeholders and the larger community it serves.
Prioritising ED&I is not just a moral imperative, but a legal requirement. In fact, the Equality Act 2010 protects people from discrimination in the workplace and wider society based on nine characteristics: age, disability, religion or belief, sex, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy and maternity, and race (including ethnicity and nationality).
ED&I also present strategic advantages. In fact, it’s been proven that companies with a diverse workforce outperform their competitors, with financial returns above the national industry median for their sector.
Integrating ED&I into a company’s ESG strategy is the only way to ensure inclusion and diversity and not just afterthoughts, but integral parts of the company’s strategic goals and growth plans. But how can we take concrete steps to do that in our organisations?
Based on the Equality Act 2010, discrimination and bias – either conscious or unconscious – based protected characteristics are not only unethical, but illegal. So, here’s the simple truth: if your company is not discriminating, it is doing the bare minimum to comply with the law.
How can we step up our game and to ensure we not only avoid and prevent discrimination, but actively encourage a work environment where differences are welcomed and celebrated?
The secret is in actively promoting diversity and inclusion across the whole spectrum of protected characteristics.
For example, let’s say your organisation operates in an area with a lower gross domestic product (GDP) per capita than the national average. But you conduct a demographic analysis of your current workforce, and discover that most of your staff comes from a middle class background where one of both parents have a post-graduate degree. This gives you a significant opportunity to fill this gap and drive positive change by encouraging hiring from groups that have historically been marginalised and fallen within those lower GDP areas.
For example, you could partner with local universities, charities or training providers to understand which barriers are preventing these communities from landing jobs in your sector. Is formal education and training too costly? Is there a lack of infrastructure and educational facilities? Is the digital gap impacting how these communities apply for jobs or get to know about new employment or training opportunities?
Once you have identified the causes of this discrepancy, your organisation can do something about it. This is the difference between not discriminating, and actively trying to address social imbalances.
This process can apply to your internal workforce, but also to how you choose your suppliers, how you target your service users, and so much more.
Have you ever wondered about the difference between equality and equity? You might think it’s a simple spelling variation, but it’s actually so much more. Simply put, equality refers to treating everyone the same, regardless of their protected characteristics. Equity, on the other hand, is about making sure everyone has the same opportunities, taking into consideration how their protected characteristics could impact access to those opportunities to begin with.
For example, if you require all employees in a similar job role to work from the office four days a week, you might think this is a fair and equitable policy. However, if the office is an open-floor one with high levels of noise, a neurodivergent employee could be easily overwhelmed and experience sensory overload. This might lead to anxiety and difficulty concentrating, impacting not just the employee’s wellbeing, but also their performance and ultimately the company’s bottom line.
Implementing an open-door policy where staff feels comfortable expressing their needs is the best way to ensure your people and your organisation get the best out of each other.
This approach can be implemented across different scenarios. For example, some of your international customers may be uncomfortable with phone calls, where language barriers, cultural differences and – last but not least – bad internet connections prevent fluent conversation and honest feedback. Can you prioritise different feedback mechanisms, such as chat, email or online portals?
Treating everyone the same might not always be the best choice. Ensure your staff, customers and wider community can confidently let the company know about areas for improvement, and do what you can to level the playing field.
Accessibility is a crucial aspect of ED&I. Making sure people from all backgrounds can access the experiences, spaces, and communication your company offers is essential to ensure their full participation in corporate activities.
For example, offering reasonable accommodations to support employees and job candidates with diverse needs is a legal requirement, as well as a moral imperative. But accessibility extends beyond physical spaces
For example, think about your corporate website: is content clearly laid out and easy to grasp? Is it suitable for text readers? Is the design too busy and distracting, with the risk that a neurodiverse or simply tired reader might switch off?
Finally, consider your company’s social spaces. This includes company gatherings or activities that promote team bonding and general social interaction, or events that involve the local community and any of your stakeholders – such as community days or volunteering opportunities.
Successful organisations have long recognised that ED&I is not a fleeting trend, but a fundamental component of sustainable growth. By integrating ED&I into their ESG frameworks, companies can move beyond compliance and actively contribute to a fairer society. Ultimately, the future of businesses is inextricably linked to their social impact. Companies that prioritise ED&I are not only building more equitable workplaces but also positioning themselves for long-term success.
And getting started is easier than you think – our infographic shows you 3 actions you can take today. Download now.
If you want to know more about how to effectively communicate your social impact, get in touch with our team.