What is EDI and Why is it Important?

Equality, Diversity, and Inclusion (EDI) is a phrase we see thrown around a lot in the world of work today. For most people it pertains to vague policies around discrimination and may also indicate corporate time dedicated to paying lip service to workplace diversity. However, it is a much more important and nuanced part of the world of work than many people would expect. EDI is an essential tool in effective workplace cultures, especially in a day and age where we continue to see ever more diverse workforces and a new generation of workers who are driven by their personal ethics as much as they are traditional motivators. Businesses of all sizes cannot afford to treat EDI as a tick box activity, to adapt to modern working culture and practices it is essential to understand and embrace EDI. 

A common misconception is that EDI is legally required of all businesses operating in the UK. Currently, there is no written legal requirement for businesses to maintain an EDI policy. This, however, does not mean you should not still have a robust and professionally reviewed EDI policy. It is expected by most employees that an EDI policy, and particularly in larger organisations, designated staff leads, are in place to weave an ethos of inclusion throughout a business. This does reflect the legal protection granted to people belonging to various communities. 

Currently, British legislation recognises 13 protected characteristics, these are age, pregnancy, marital status, sexuality, gender reassignment, sex, racial identity, colour, national origin, religion or belief, ethnicity, and disability. While some of these terms seem to overlap, they are all stated individually due to the nuances between certain terms. Some groups have pointed out how the current language used to identify protected groups is somewhat limiting, with some stating that gender should be added as well as sex to include non-binary individuals and other gender minorities. Others have argued that further additions should be made to include physical and mental illnesses outside of what socially and legally would be considered a disability. 

In the UK we have had anti-discrimination laws since the 1970s, this initially took form in The Sex Discrimination Act (1975), Race Relations Act (1976), and Disability Discrimination Act (1995). All were superseded by the Equality Act (2010). The Equality Act (2010) widened the remit for anti-discrimination law massively to include a much wider number of categories that are now considered protected characteristics. It is important to note that currently several pieces of legislation relating to the rights and protection of minority groups are being changed by the Conservative Government, so the levels of protection allocated to these groups may change in the near future. 

Further to the reflection of legal protection of minority groups and women, EDI is also essential to target challenges and barriers faced by various groups in the world of work. Looking first at women in work, 97% of women have been sexually harassed in the UK (openaccess). 52% of women have been sexually harassed at work (safeline). This statistic is overwhelming and is directly linked to other barriers women face at work including greater difficulty securing employment and promotion, inequal pay, and common place internalised sexism. Additionally, 36% of adults in the UK stated they had been discriminated against in the workplace in 2021 (CIPHR). This number of people reflects a growing trend of increasing hate crime in the UK which has doubled according to government research since 2016. 

Robust EDI training and policies in the workplace are our best option to overcome and combat these alarming statistics. This is because weaving EDI into our corporate mentality empowers us to unlearn social standards and expectations that lead people of all backgrounds to act in ways that can be hurtful to others. When we have conscious time and effort devoted to conversations about being inclusive at work, we present ourselves and our colleagues with opportunities to confront our own biases and learn how to better respond to others who walk in different shoes to ourselves. This is at the heart of why EDI is invaluable for the personal growth and wellbeing of all employees. It is often believed that EDI is only in place for people we would typically perceive as needing it, namely POC, LGBTQ+, women+ and disabled colleagues. This couldn’t be further from the truth; EDI is beneficial to the whole ecosystem of a workplace. Everyone in a working environment benefits from a robust understanding of EDI. By celebrating diversity and creating inclusive workspaces we facilitate better productivity, form stronger working relationships, and grow as professionals. 

In addition to the personal gains that come from a workplace with EDI strategies and policies in place, adopting an ethos of inclusion and diversity in the workplace actually has financial benefits for businesses. Studies have shown that gender-diverse workplaces perform financially better than their mono-gendered counterparts by 25%. Ethnically diverse companies perform better financially by 36%. It has been suggested this is because different backgrounds in a shared workplace allow for greater discussion and alternate perspectives on issues, creating more well thought out problem solving and more space to explore previously under-considered options. 

Most importantly, embracing EDI is essential to building a workplace culture that makes all members of a team feel welcomed and safeguards everyone’s wellbeing. This leads to teams who understand one another better, have more effective and considered communication, and fosters greater and more holistic productivity. To begin creating a culture of EDI in your organisation it may be necessary to engage the input of established experts in the field.