DE&I In The Workplace

Promoting diversity, equality, and inclusivity (DE&I) is one of the factors in building a happy and productive team. However, only 40% of people agree that their workplace is doing enough to promote these principles in the workplace. If you’re ready to create an environment that's truly inclusive and welcoming to everyone, you're in the right place.

Here, we’ll discuss some key principles of DE&I, including a deep-dive into the UK businesses that have nailed their approach and 8 engaging strategies you can use to boost DE&I at work.

Quick note: Although this article refers to this topic as DE&I, ED&I, EDI, Equality and Diversity, and all other variations of this phrase are accepted variations of this movement. 

What Is DE&I? 

DE&I stands for diversity, equality, and inclusivity. 

• Diversity refers to creating an environment where people from a range of cultures, backgrounds, and perspectives can thrive. 
• Equality means these people are treated fairly and with respect. 
• Inclusivity means they feel valued, appreciated, and included regardless of their differences. 

DE&I is put in place to support workers who exhibit a specific protected characteristic or recognise themselves as part of intersectionality, meaning no one specific group applies to them. There has also been much discussion recently about ensuring the social mobility of people from lower socioeconomic backgrounds, despite this not being covered by protected characteristics. 

Although socioeconomic background and social class are not considered a protected characteristic, they play a significant role in shaping an individual's opportunities and experiences in the workplace. Therefore, DE&I initiatives increasingly include efforts to address socioeconomic diversity and promote social mobility within workplaces.

What is a protected characteristic?

Under the Equality Act of 2010, a protected characteristic means you have a legally protected attribute or trait. This means it’s illegal to treat you unfavourably as a result of these characteristics. Employers have an obligation to make reasonable adjustments to the workplace to ensure your fair treatment. 

The nine protected characteristics include:

• Age
• Sex
• Race
• Religion
• Marital status
• Sexual orientation
  
• Gender reassignment 
• Being pregnant or on maternity leave
• Disability status, including specific learning disabilities like dyslexia and long-term, chronic health conditions like cancer or MS 

We now understand that discrimination means so much more than just treating someone unfavourably due to a protected characteristic and, that it can involve the systematic barriers that hold communities back, discriminatory policies, or practices that perpetuate inequality. 

It’s now commonly recognised that the harmful stereotypes and biases of marginalised individuals and groups as contributing factors towards discrimination.

Workplace Discrimination

Workplace discrimination can take many forms. The Equality Act recognises:

Direct discrimination

Direct discrimination is where an employer, business, or educational institution says or does something that disadvantages you as a result of your protected characteristic. 

An example might look like a workplace threatening to discipline someone with a physical disability for not attending a meeting in an inaccessible building. Equally, if an employer refused to hire a job applicant based on their religion, these would be examples of direct discrimination.

Associative discrimination 

Associative discrimination is where a person is treated unfairly because of their relationship with a person who has a protected characteristic. 

For example, if an employer dismisses someone because their partner has cancer and they’re uncertain about their ability to perform, this could constitute associate discrimination. 

Alternatively, if someone is denied a promotion because their child has a disability on the assumption they’ll need more time off for caregiving responsibilities would be an example of associative discrimination.

 Key Facts & Figures 

Check out some of these key facts and figures that evidence the importance of DE&I efforts in the workplace. 

Diverse companies are 35% more likely to financially outperform competitors (McKinsey)

A study by McKinsey has found that more diverse businesses are 35% more likely to outperform their competitors. 

This improved financial performance can be attributed to the varied perspectives and experiences brought by a diverse team. Some of the characteristics they noticed included  enhanced innovation, better decision-making, and a deeper understanding of diverse customer needs. 

This is corroborated by PeopleManagement magazine and BCG who agree that there are a range of financial benefits to increasing diversity.

Reducing the ‘groupthink’ phenomenon

It all boils down to reducing ‘groupthink’. Groupthink is a phenomenon in which a group of people trying to make a decision will conform to the presented idea to maintain harmony, regardless of whether the presented idea is the best thing to do. 

Those of similar backgrounds, upbringings, religions, or ethnic groups are more likely to agree with members of the same group, increasing the risk of groupthink and uniformity. 

More diverse groups, on the other hand, have been shown to have much lower rates of groupthink. Ideas and perspectives brought about by a more diverse group usually result in debates, challenging assumptions, and creative problem-solving. 

When individuals from different backgrounds come together, they bring a variety of viewpoints, approaches, and solutions to the table. This dynamic exchange of ideas not only mitigates the risks of groupthink but also stimulates innovation and drives business growth.   

Advancing gender equality could add $12 Trillion to the global economy (McKinsey)

Women account for 47.4% of the global workforce. But, women also perform, on average, 5 hours of unpaid caring activities outside work, and 69% of female workers feel the need to put their careers aside for the sake of their families. McKinsey found that enhancing gender equality at work could add a jaw-dropping $12 trillion to the global economy.

Offering flexible working initiatives, tax-free childcare and generous parental leave support to all genders are sure-fire ways to help women continue with their career after becoming parents. 

Fathers, partners, and other secondary parents also need support in balancing their responsibilities at home and work. By implementing policies and practices that support work-life balance for all your people, regardless of gender, you’ll  not only empower women to pursue their career aspirations, but foster a more inclusive and equitable workplace culture.

Additionally, mentorship, career development, and leadership opportunities for women can help break down barriers to advancement and ensure that talent is recognised and nurtured regardless of gender. When women are given equal opportunities to thrive and lead, the entire workplace reaps the benefits of their diverse perspectives and talents. In fact, McKinsey found that businesses with a more even gender balance are 25% more likely to financially outperform those who don’t! 

Employees who feel supported by their managers only have a 4% risk of attrition.

In this context, supported means supported to be their true and authentic selves. More than one-third of LGBT staff have hidden their identities from their managers for fear of being discriminated against. One in five trans people don’t feel able to wear clothes that properly represent their gender identity for fear of being judged. 

HCA Mag found that 17% of workers would consider leaving a workplace if their manager didn’t support them in favour of one that did. It costs almost £11,000 to replace an employee, and when you do the maths, it becomes clear just how impactful supporting your people’s authenticity can be for a company's bottom line. 

2 out of 3 job candidates seek out diverse businesses.

Not only are less diverse businesses actively losing people due to attrition, they may also notice a decline in job applicants. Top candidates are actively looking for more diverse businesses, with 25% of more ambitious candidates actively seeking roles in businesses with a strong culture. 

Culture is closely associated with diversity, but what’s important is how the business leverages its diversity. It’s not just about increasing the percentage of women, ethnic minorities, and those with disabilities in the workplace. Top candidates are looking for a workplace where they feel valued, respected, and empowered to bring their whole selves to the table. They want to be part of a team where different perspectives are not only welcomed but encouraged. Businesses looking for the best and brightest need to keep this in mind when crafting their job descriptions, contracts, and employer value propositions (EVP).

45% of American workers have experienced workplace discrimination in the past year.

Almost half (45%) of American workers have experienced workplace discrimination in the past year, with 42% of women believing they’ve been discriminated against at work because of their gender. These statistics come from surveys conducted in the past few years, showing that both conscious and unconscious bias is alive and well. 

Discrimination can take many forms, and inaccessible workplace practices, inflexible policies, and unconscious bias all have an impact on the experiences of employees in the workplace. Discrimination not only affects individuals' well-being and morale but also undermines productivity, creativity, and overall business success.

It’s impossible to know whether a person secretly harbours discriminatory beliefs, or, indeed whether they’re aware of their own biases. However, what we can control is how we address and mitigate the impact of discrimination and bias in the workplace. As a business owner or HR manager, there are proactive measures you can take to foster an environment of inclusivity, respect, and equality for all your people.

Unconscious bias

Unconscious bias is the unconscious thoughts, opinions, and stereotypes that we all hold about certain groups. It’s shaped by our early life experiences, views, and the media we ingest and affects the ways we think and feel about those around us.

You can have both positive and negative unconscious views. The only way to understand them is to take unconscious bias tests. These tests use slight and unconscious cues to measure your automatic associations with various social groups. For example, you may associate negative words with older or younger people, or positive words with people of a certain gender. 

By being aware of your unconscious bias, you can begin taking steps to minimise its impact. 

It's important to recognise that unconscious bias is a natural part of being human, but it's also something that can be addressed and managed. 

The Millenial and Gen Z generations are the most diverse of any generations (Teamstage)

Alone, this isn’t a very compelling statistic. However, when you consider that Millennials are set to make up 75% of the workforce by 2025, and Gen Z is hot on their heels, we’re on course for a team that reflects unprecedented diversity. This demographic shift carries immense implications for businesses and workplaces worldwide. 

What’s more, 83% of Millennials said they were more likely to be engaged in a more diverse company, and Gen Z is the most ethnically diverse generation in recorded history and holds strong views about diversity and inclusion. As a result, businesses need to start prioritising diversity and inclusion initiatives now more than ever.

However, diversity washing and tokenistic gestures to promote diversity can be more damaging than helpful. Simply hiring a few members of underrepresented groups and calling it a day won't cut it. True diversity and inclusion require a holistic approach that permeates every aspect of a workplace's culture, policies, and practices.

8 Strategies To Boost DE&I At Work

Feeling inspired to improve your DE&I efforts? Try utilising these 8 strategies to boost DE&I and help your people thrive in a more inclusive environment. 

Use blind recruitment processes

Blind recruitment processes mean people are asked to remove any indicators of location, age, social class, ethnicity, or religion from their job application before applying. This can include their graduation year, the name of their school, their first and last names, and any other information that may associate them with certain groups. 

By removing identifying information, recruiters and hiring managers are forced to focus on the merit of the candidate's application rather than making assumptions based on demographics or  characteristics. This can help to reduce the risk of unconscious bias impacting the hiring process and ensure that candidates are evaluated solely based on their qualifications, skills, and experience.

Encourage hiring managers to adopt blind recruitment processes to minimise bias and create a more inclusive environment. You could also consider using a diverse hiring panel as opposed to making recruitment decisions from a 1-on-1 interview style. This will encourage a more balanced approach and reduce the likelihood of uncious bias while still considering factors that are relevant to the job role. 

Scrub policies of biassed thoughts and phrases

Although it’s illegal to use specific age, race, gender, or other protected characteristics in a job description, suggestive discriminatory language can often slip through the net.

Words like ‘dynamic’ or ‘rockstar’ may put older applicants off applying for a role. Equally, ‘work hard, play hard’ and ‘fast-paced’ may deter those with caring responsibilities from other out-of-work commitments. 

To prevent this unconscious bias, you’ll need to work through your policies, job adverts, and internal communications with a fine-tooth comb. Remove hyperbole or any phrases that may deter protected groups from applying. Even seemingly innocuous words like ‘energetic’ might put applicants with disabilities or those who prioritise work-life balance at a disadvantage. 

Instead, focus on describing the specific skills, qualifications, and responsibilities required for the role in neutral and inclusive language. Emphasise qualities such as 'collaborative', 'adaptable', and 'results-oriented' to attract a diverse pool of candidates. Highlight policies and processes that would support these groups, including flexible working schedules, carer’s leave, or mental health support programs. Position yourselves carefully as an ally to protected groups, and you’ll soon see the benefits reflected in a diverse applicant pool.  

Further to this, be sure to highlight your commitments to equality and diversity. This puts your intentions at the front and centre, ensuring that applicants know your values and commitment to fostering an inclusive culture. 

Avoid diversity washing

As above, diversity washing can be infinitely more damaging than helpful. It's not enough for workplaces to simply pay lip service to diversity and inclusion without implementing meaningful actions and initiatives to support these values.

Instead of just showcasing diversity in marketing materials or making superficial statements, workplaces need to prioritise concrete actions that encourage inclusivity and equity throughout all stages of the recruitment and onboarding process. Equally, company policies should be flexible and supportive towards protected groups, treating people with respect at all stages of their business journey. 

Put your money where your mouth is and work to create a genuinely supportive environment for protected groups. Your people will be able to see through superficial or tokenistic attempts at diversity initiatives, while genuine efforts towards inclusivity will ultimately lead to greater job satisfaction, retention, and productivity.

Encourage mentorship

Mentorship is a powerful tool to help people develop their skills and enhance their careers, but it can also be a useful tool to promote diversity and inclusion in your business. 

Promote the use of two-way mentorship strategies. Senior executives or experienced leaders mentor younger workers to support their career, and the less experienced people provide valuable insights and perspectives to the mentor, nurturing a mutually beneficial relationship. 

For example, a less experienced worker who has experienced prejudices or discrimination could help a more experienced executive understand the impact that has on their career, the dangers of microaggressions, or the importance of creating an inclusive work environment. Equally, a senior manager with experience or returning to work after maternity leave could help a new parent navigate the complexities of balancing parenthood with work. 

Collect and act on your own data

There’s no point in using other businesses' data to inform decisions about your business. Collecting, digesting, and acting on your own data is key.

If you aren’t performing annual workplace surveys, you need to start. These surveys are a key opportunity to help you understand your people, identify areas of opportunity, and gauge job satisfaction and engagement levels. By collecting and analysing your own data, you can gain valuable insights into the unique experiences, needs, and concerns of your teams, instead of the general feel of the UK public.

It may be that the needs of your business closely align with data from other workplace surveys, but are you willing to take that risk? Understanding the unique needs of your organisation will help you to tailor your strategies and initiatives to address specific challenges and capitalise on opportunities that are relevant to your team.

Hold annual surveys as a minimum, or consider hosting smaller, ‘heartbeat’ surveys throughout the year. This will help you keep your finger on the pulse (literally) of your workplace, and make smaller, more measurable changes to your business to keep your people engaged. 

Offer unconscious bias and sensitivity training 

People are only as good as you train them to be, so offering managers and workers alike unconscious bias and sensitivity training will create a more respectful and inclusive environment for everyone.

Unconscious bias training will teach your team what unconscious bias is and will help them identify their own unconscious biases. As above, everyone holds unconscious bias, and it’s important we’re aware of what ours are so we can put measurable steps in place to mitigate their effects. For example, if a hiring manager is aware of their positive unconscious bias towards light-skinned people, they can ensure that those with darker skin tones aren’t disadvantaged in face-to-face interviews owing to their bias. 

Sensitivity training is more about promoting empathy, understanding, and respectful communication among colleagues. It provides participants with tools and techniques to navigate difficult conversations, address conflicts, and foster a culture of mutual respect and inclusivity. This can help teams have difficult conversations with one another without becoming heated, or smooth over any disagreements without the need for management or HR involvement. 

Encourage people to speak up

Although it might seem counterintuitive, encouraging your people to use the grievance process, especially when it comes to fair and equal pay, can highlight inconsistencies in your pay structure and ultimately reduce your gender pay gap. 

We know— no one likes the grievance process. By nature, they raise conflict and cause unhappiness amongst teams, but encouraging workers to use it in the right way and have their voice heard can lead to positive outcomes for both your people and the workplace as a whole.

Encouraging people to speak up and utilise the grievance process demonstrates a commitment to transparency, fairness, and accountability in the workplace. It empowers workers to address concerns or issues they may encounter, ensuring that their voices are heard and their rights are protected. What’s more, encouraging your teams to speak up in a controlled environment will reduce the risk of situations escalating, mitigating the risk of legal action or reputational damage.

So, encourage your teams to use the grievance process. Thoroughly investigate each claim of unfair pay and, if substantiated, look for answers as to why this happened. You’ll likely uncover areas where adjustments are needed in your pay structure or policies, leading to a more equitable and inclusive workplace.

Shake up your ERGs

Employee resource groups are a great way to encourage your people to speak about their lived experience, share their stories, and support one another. 

But they don’t need to be the standard, boring employee resource groups. Consider shaking up their structure and encouraging people to think outside the box. For example, a diversity book club, a new parents’ bouldering club, or even a virtual cooking club if you're in a remote workplace. This will allow colleagues to share recipes from their different cultures and come together virtually to share a passion. 

The informal nature of ERGs will encourage your people to explore their passions and forge deeper connections with their colleagues. Plus, by diversifying the activities and formats of ERGs, workplaces can attract a wider range of participants and ensure that the groups are inclusive and accessible to all workers. This inclusivity is essential for creating a workplace where everyone feels valued and represented, regardless of their background or interests.

Supporting DE&I with Plumm

If you want your team to thrive and feel supported in your business, you need to focus on your DE&I initiatives. DE&I is so much more than just a buzzword, it’s the bread and butter of modern businesses, shaping the very fabric of their culture and success. 

At Plumm, we understand the significance of Diversity, Equity, and Inclusion (DE&I) within the workplace. There are cultural, mental health, and financial benefits to businesses that get this right, and serious repercussions for those that get it wrong. 

Ready to simplify people management, optimise performance, and take better care of your team? To experience the impact of our comprehensive approach first-hand, book a demo now!