Mind the Gap: Why Your EDI Policy Isn't Enough

Each and every week we see businesses rolling back on their promises, and often because they've realised that they have over promised and under delivered.

Words are easy, real change isn't.

Across the business world, companies are proudly displaying their Equity, Diversity, and Inclusion (EDI) policies. But too often, there’s a major gap between the pledges on paper and the reality on the ground.

EDI isn’t about words on your website or posters in your office—it’s about real action. It’s time to ask yourself: Is your EDI policy truly creating change?

Why it matters: The shocking truth about the diversity gap

Here are a few concerning facts from here in the UK:

• Only 1 in 10 management roles are held by people from ethnic minority backgrounds. In FTSE 100 companies, only 3.7% of board positions** are filled by ethnic minorities (Parker Review, 2022).
• Women still earn 15.4% less than men on average across the UK (ONS, 2022).
• Employees with disabilities face a 13.8% pay gap compared to their non-disabled peers (ONS, 2021).

?? These statistics tell a clear story: Policies are in place, but impact is missing.

Why EDI is good for business

Embedding EDI into your organisation is not just about social responsibility—it’s about building a better business.

• Diverse teams are more innovative, offering a wider range of perspectives.
• EDI-friendly workplaces attract and retain top talent, reducing turnover.
• A company that reflects its customers builds stronger relationships and brand loyalty.
• Companies with diverse executive teams are 33% more likely to outperform competitors on profitability.

Is your EDI policy really up to scratch?

Here’s what you need to consider:

1. Governance: Does your leadership reflect the diversity of society? This is a vital area for improvement in many businesses.
2. Recruitment: Are your hiring practices eliminating bias and attracting diverse talent?
3. Gender and Disability Pay Gap: Are you actively closing these gaps in your organization?
4. Accessibility: Are you ensuring your workplace is inclusive for all, including those with invisible disabilities?
5. Marketing and Representation: If underrepresented groups don’t see themselves in your communications, why would they feel they belong?

Five ways to be proactive and improve

1. Partner with diverse networks to support and recruit from underrepresented groups.
2. Create mentorship programs to help nurture diverse talent.
3. Rewrite job descriptions to ensure they’re bias-free and accessible to all.
4. Train your team regularly on unconscious bias and microaggressions.
5. Offer inclusive benefits like flexible working hours, mental health support, and policies that reflect diverse needs.

It takes courage and commitment to move from policy to practice, but that’s what leadership is all about.

Together, we can build a fairer, more inclusive future where everyone has an equal opportunity to succeed.