5 ways to embed ED&I into your company all year round

Equity, diversity and inclusion have become integral functions within many businesses, especially in the last few years. We know:

• In 2020, data from LinkedIn found that the UK saw a 58% increase in the number of diversity and inclusion roles available
• Workplace inclusion drives have almost trebled since BLM protests
• ED&I is crucial to a thriving business and workplace and helps deliver better results

However, what we are seeing is companies struggling to strategically align their ED&I initiatives with company goals, and mounting pressure from employees for this to happen:

• Research by CIPD shows that almost HALF of employers don’t have an ED&I strategy in place and 25% admitted their ED&I activities were entirely or mostly “reactive to issues or reporting requirement changes”
• 41% told us their workplace makes token gestures but they feel surface level
• 46% of employees said their workplace could do more when it comes to diversity (taken from own study into how employees feel about diversity and inclusion in their company)?

So how can organisations move beyond reactive responses towards more strategic and intentional action with lasting impact?

For organisations that do not have people working in ED&I or an established strategy, how can existing business processes be adapted to align with good ED&I principles? What does a robust strategy look like, and whose responsibility is it to create and manage one? And how can you onboard stakeholders who don’t see ED&I as their responsibility??

Well, we're here to help you and answer those questions...

Join our next webinar on Wednesday 6th December at 10am GMT hosted by our Head of Marketing Chelsea Maher as she demonstrates 5 ways ED&I can and should be done all year round - from small steps through to bigger projects - ensuring you are not just ticking boxes or implementing isolated initiatives.

We look forward to seeing you there!