Why DEI Is More Important Than Ever

The world of work is changing faster than ever. Organisations that prioritise Diversity, Equity, and Inclusion (DEI) aren’t just ticking a social responsibility box; they’re building stronger, more innovative, and more resilient businesses.

According to EY’s 2025 UK Report, 88% of UK business leaders agree that DEI is critical to long-term success — yet only 28% say it’s fully embedded into their organisation’s strategy. That gap between belief and execution is exactly where HR and L&D professionals can make a lasting difference.

Let’s start by anchoring in the basics.

• Diversity is about representation — the range of differences within a group or organisation.
• Equity ensures fair access, opportunities, and support based on individual needs.
• Inclusion is the culture that allows everyone to feel respected, safe, and able to contribute fully.

DEI has a direct link to business performance. The World Economic Forum’s 2025 DEI Lighthouses Report highlights companies that embedded DEI into their leadership structures, data strategies, and learning cultures — resulting in up to 30% increases in internal mobility for underrepresented groups.

This article offers a practical guide to embedding DEI into your day-to-day people practices, not just your policies.

DEI Basics Every HR Leader Should Know

Before diving into strategies, it’s critical to clarify key concepts:

Equity vs Equality:

• Equality means giving everyone the same resources or opportunities.
• Equity recognises that individuals have different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.

Unconscious Bias: Unconscious biases are social stereotypes about certain groups of people that individuals form outside their conscious awareness. In recruitment, performance reviews, and leadership decisions, unconscious bias can unknowingly create barriers to inclusion. Recognising and addressing these biases is foundational to any genuine DEI effort.

By grounding your work in these distinctions, you can start building genuinely inclusive practices that go beyond surface-level policies.

Why DEI Programmes Lose Momentum — and How HR Can Keep Them Moving

Many organisations launch DEI initiatives with great enthusiasm, only to see momentum fade over time. Common pitfalls include:

• Treating DEI as an “add-on” rather than embedding it into daily operations.
• Focusing solely on diverse hiring without addressing inclusion and equity internally.
• Relying on occasional workshops instead of building continuous learning journeys.

The 2025 FT Longitude DEI Paradox Study adds further nuance: 60% of employees now expect their employers to take a stand on inclusion, but only 36% of organisations feel equipped to manage the reputational risks that come with DEI backlash.

This is where HR and L&D professionals must lead — not just by responding to pressure, but by building robust, embedded, and evidence-led practices that can withstand scrutiny.

How to Build DEI into Hiring, Training, and Leadership Development

Inclusive Hiring Practices

• Assemble diverse, bias-aware interview panels.
• Reframe job descriptions to eliminate unnecessary barriers (e.g., overly strict degree requirements).
• Evaluate candidates against consistent, structured criteria.

Inclusive Onboarding and Manager Training

• Introduce “inclusion moments” during onboarding sessions.
• Train managers on inclusive leadership — how to give equitable feedback and create psychologically safe teams.

Embedding DEI into Leadership Development

• Integrate DEI competencies into leadership pathways.
• Offer reverse mentoring programmes, pairing senior leaders with employees from underrepresented groups.

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Business Case Studies

Salesforce

Salesforce has become a global example of DEI transparency. The company regularly publishes detailed diversity reports, breaking down employee demographics and sharing progress toward inclusion goals. Notably, it ties a portion of executive compensation directly to achieving DEI-related targets — holding leaders accountable from the top down. It also conducts regular pay equity reviews and has spent over $22 million since 2015 to close pay gaps across gender and race.

What HR leaders can learn: Make DEI goals measurable, public, and owned at leadership level to drive real accountability.

Accenture

Accenture takes a systemic approach to embedding DEI in its leadership development and talent strategy. This includes mentoring programmes, inclusive leadership training, and focused career progression support for underrepresented groups. As a result, 42% of its board members are now women or ethnically diverse, and the company is recognised annually for inclusive workplace culture. Accenture also publishes a detailed annual Inclusion & Diversity Transparency Report.

What HR leaders can learn: Link DEI efforts to internal leadership pipelines and talent mobility, not just external hiring.

Measuring DEI Impact — What to Track

Simply counting how many different people are in the room doesn’t tell you whether they feel included, valued, or set up for success. To measure DEI impact properly, HR and L&D teams must track both representation and lived experiences across the employee journey.

Here’s how to make DEI measurement meaningful and practical:

1. Inclusion Survey Results

Go beyond basic engagement surveys. Use specific questions that uncover how different groups experience the workplace.
For example:

• “I feel safe voicing a contrary opinion at work.”
• “My ideas are valued, regardless of my background.”
• “I believe career development opportunities are fair and accessible here.”

Tip: Break down survey results by demographic groups (e.g., gender, ethnicity, disability) to spot where inclusion gaps exist.

2. Promotion and Pay Equity Data

Track promotion rates, performance ratings, and salary progression across different demographics.
Ask:

• Are people from underrepresented groups being promoted at the same rates as others?
• Are pay increases and bonuses equitable?

Tip: Conduct an annual pay equity audit and present findings transparently to leadership, with clear action plans.

3. Retention and Turnover Trends

Retention issues often expose hidden inclusion problems. Monitor where turnover is highest — and why.
Steps:

• Analyse exit interview data for patterns.
• Conduct stay interviews focused on inclusion and belonging.
• Compare voluntary attrition rates across groups.

Tip: If a particular group is leaving at a higher rate, investigate team culture, manager practices, and career pathing support.

4. Candidate Experience Ratings

Your hiring process sends a strong signal about inclusion — or lack of it.
Practical methods:

• Survey candidates about their experience immediately after interviews.
• Ask specific DEI-related questions, such as: “Did you feel the interview process was fair and unbiased?” or “Were you treated with respect at every stage?”

Tip: Use anonymised feedback to continuously refine hiring practices, reduce bias, and improve transparency.

Tracking these metrics isn’t just about ticking boxes. When used properly, they:

• Reveal hidden barriers and biases.
• Help set realistic, meaningful DEI goals.
• Build accountability for real, lasting change.

Ultimately: Good DEI measurement turns good intentions into tangible action — and helps build a workplace where everyone can thrive.

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Getting Leadership on Board

Embedding DEI requires senior leadership support. Here’s how to secure it:

Practical Conversation Starters:

• Ask leaders: “How do we ensure we’re building teams that reflect and serve our diverse client base?”
• Frame DEI in terms of business needs: market competitiveness, innovation, and risk management.

Mini Scripts:

• Talking to the CFO: “Investing in inclusive practices helps us reduce costly turnover and legal risks while improving our employer brand.”
• Talking to the COO: “Inclusive teams are more agile and innovative, which directly impacts operational performance.”

DEI isn’t “nice to have” — it’s business-critical.

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Common DEI Mistakes (and How HR Can Fix Them)

Tokenism: Hiring diverse candidates without addressing systemic barriers.

• Solution: Focus on building inclusive environments where diverse voices are genuinely heard and valued.

Tick-Box Workshops: One-off training sessions that don’t lead to behaviour change.

• Solution: Embed DEI learning into ongoing leadership development and performance management processes.

Optional DEI Participation: Making DEI initiatives voluntary rather than expected.

• Solution: Integrate DEI goals into manager KPIs and leadership assessments.

By anticipating these challenges, HR and L&D can build more resilient, meaningful DEI strategies.

Building DEI into Everyday Work

DEI isn’t a campaign. It’s a commitment to daily action.

Start small:

• Choose one metric to track seriously.
• Launch one inclusive hiring or training programme.
• Have one conversation with a leadership ally.

By following these small but strategic shifts into everyday HR and L&D practices, you become a driving force for sustainable, systemic change. The future of work demands not just diverse teams, but inclusive cultures where every individual can thrive — and it starts with you.

That’s where Avado’s CIPD Courses can help. Designed in partnership with the CIPD and aligned to the Profession Map, our programmes give you the knowledge, practical tools, and confidence to lead with inclusion. From designing fair recruitment processes to shaping inclusive learning strategies and influencing leadership mindsets — you’ll gain the skills to make DEI a lived reality in your organisation.