DEI 101 the basics that every HR pro should know blog header

DEI 101: The Basics That Every HR Pro Should Know

DEI 101: The Basics That Every HR Pro Should Know

Let’s be real—diversity, inclusion and equity (DEI) aren’t just “nice to haves” anymore; they’re must-haves. Not just because they make business sense, but because it’s the right thing to do. In today’s world, creating a truly inclusive workplace goes beyond checking a few diversity boxes—it’s about fostering an environment where everyone feels they belong, regardless of who they are

While the pandemic introduced widespread remote work, today’s challenges centre on balancing hybrid models, returning to the office, and ensuring equity for all employees in this changing landscape. Leaders need to be mindful of how these trends impact underrepresented groups, from gender to disability, and how traditional systems may unintentionally reinforce barriers to inclusion.

What is diversity, what is inclusion and what is equity?

Here’s the short version:

  • Diversity is about the different people at your company—race, gender, sexual orientation, neurodiversity, and more.
  • Inclusion is about how you treat those people and whether they feel like valued, equal contributors.
  • Equity is about fair treatment—making sure that every individual, regardless of their background or needs, has access to the right resources and opportunities to thrive.

 

A key part of equity is recognising that equality (treating everyone the same) isn’t always fair, because not everyone starts from the same place. Equity focuses on providing customised support based on individual circumstances, ensuring a level playing field for everyone.

Feeling included at work is directly tied to a sense of belonging. And without belonging, it’s tough for anyone to bring their best selves to work. That’s why focusing on equity alongside diversity and inclusion is essential for building an environment where everyone feels they can succeed.

equality equity justice

As you can imagine, inclusion is much harder to quantify than diversity. One of the best litmus tests for this is by gauging the feeling of belonging that people have to their organisation—because, as human beings, we can’t feel like we belong somewhere unless we feel included. It’s the sense of community, commitment and purpose at work that we get from bringing our authentic selves to work.

Something to keep in mind is that inclusion breeds diversity. Organisations which are truly inclusive are more likely to retain and attract people from diverse demographics because they will know that everyone can develop a feeling of belonging, regardless of their identity.

Why should leaders be prioritising DEI?

First and foremost, organisations have a moral obligation to make sure they’re as diverse and inclusive as possible. But the case for DEI doesn’t end at “because it’s the right thing to do”.

Evidence shows that diversity, equity, and inclusion can impact everything from employee engagement to recruitment and retention. So here’s the super-quick business case for DEI:

  • Inclusive teams seriously outperform their peers by a whopping 80%
  • When it comes to gender diversity, top-quartile executive teams are 25% more likely to have above average profitability than those in the fourth quartile
  • Diversity of thinking enhances innovation by 20%
  • When D&I is embedded into every HR initiative, organisations are 8.2x more likely to satisfy and retain customers.
 

The benefits are quite simple when you think about it:

benefits of DEI

And we haven’t even mentioned the influence DEI can have on an organisation’s reputation—for better or worse. This is increasingly important as more and more of us make decisions on where to work and where to spend our money based on how ethically responsible those organisations are.

Equity also ties into employee retention. If people don’t feel like they have fair opportunities to grow and develop, they’ll leave for a place that does offer that. And with 66% of UK workers saying inclusion is a priority in job searches, DEI is not just about keeping people—it’s about attracting them in the first place.

The benefits of D&I in the workplace are clear. But aside from all that, a lack of inclusivity can have significant detrimental effects on individual employees: the inverse of everything mentioned above, plus the impact that can have on our mental health.

How do you measure how diverse and inclusive your organisation is?

You can’t manage what you don’t measure. 

To know if your DEI efforts are working, you need data. But don’t just look at overall numbers – disaggregate your data by different demographics to make sure there aren’t any gaps being hidden by the majority’s experience. 

For example, do women, neurodivergent employees, or people from different ethnicities feel supported? Are their discrepancies in promotion rates or pay equity between different groups? A solid DEI survey is your best tool here. Especially when done confidentially so employee’s can speak openly.

A good DEI survey can give you an idea of which demographics are well represented—and which are underrepresented. And by asking the right questions, you can find out if your people feel a sense of belonging to the organisation, if they can be themselves at work, and if they’re comfortable speaking up.

That will give you a good idea of where you need to focus your efforts, but it’s just the beginning. A recent study showed that one of the five essential strategies for D&I excellence is “listen, hear, and act”. So don’t think of your employee surveys as a way to measure DEI, but as a way to gather intel on how to really improve and drive change based on people’s ideas, concerns and needs.

And remember, DEI isn’t just about gender or race—class, carer status, and parenthood all matter too. These factors can impact how included and supported someone feels, so they shouldn’t be overlooked.

Neurodiversity: The new frontier of equity

Neurodiversity is often left out of DEI conversations, but it’s crucial. Many neurodivergent employees don’t feel comfortable disclosing their status, making it harder for them to request accommodations that would help them thrive.

Equity comes into play by ensuring that the workplace automatically accommodates a variety of needs—so no one has to ask or disclose personal details. By creating a safe, supportive environment, neurodivergent employees can feel psychologically safe to do their best work, contributing to stronger, more inclusive teams.

Don't overgeneralise your scores

A high overall engagement score doesn’t always mean everything’s perfect. When you break down the data by different groups—gender, ethnicity, disability—you might discover significant disparities. Failing to do so risks overlooking important inequities that affect marginalised groups.

That’s why equity is critical. It helps you identify specific barriers that prevent some employees from achieving the same success as others, ensuring that your solutions actually address the root of the problem.

Belonging and organisational justice

Liz Fosslien once wrote, “Diversity is having a seat at the table, inclusion is being heard, and belonging is knowing your voice is valued.

But equity goes one step further by ensuring fairness and justice—building systems that inherently support fairness, so that everyone feels valued and has an equal shot at success.

This is also where organisational justice comes into play. It’s about designing fair policies and procedures, not as an afterthought but as a core part of your company’s DNA. When equity is embedded in every level of an organisation, everyone benefits.

Recognising and addressing implicit bias

Let’s be honest: we all have biases. It’s human. But as leaders, it’s crucial to acknowledge these biases and actively work to reduce their impact.

Implicit bias refers to unconscious attitudes or stereotypes that influence decisions, often leading to unintended exclusion. These biases affect everything from hiring and performance reviews to team dynamics, particularly for marginalised groups.

To counteract implicit bias, leaders must actively:

  • Provide bias training: Increase awareness through regular training.
  • Use data: Anonymise recruitment processes and rely on structured, data-driven decisions.
  • Model inclusive leadership: Ensure team contributions are equally recognised and opportunities are fairly distributed.
  • Disaggregate data: Regularly review engagement and performance data to spot disparities and make informed improvements.

Addressing bias requires consistent, deliberate action to create a fair, equitable workplace for all.

Share your thoughts on this month’s insight question 👇

Final thoughts

So there you have it—the basics of DEI. It’s not about one-off events or a few targeted internal comms; it’s about building a culture where everyone feels like they belong and has a fair chance to succeed. That starts with awareness, measurement, and action. Ready to get started? Be sure to check out our guide, 10 Key Questions for Your Next Diversity, Equity, and Inclusion Survey, for even more practical tips. We’re here to help—just give us a shout!

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