15 diversity and inclusion statistics that every workplace leader should know
Diverse and inclusive workplaces are better for everyone – for individuals, organisations and the economy. These statistics prove it.
Read MoreResearch shows that diversity and inclusion matters to
UK workers.
But how do you measure diversity to understand if your workplace is truly inclusive?
Most employees agree – the best way to find out is by simply asking.
Gathering feedback about diversity, equity and inclusion (DE&I surveys) helps you uncover what’s working, what’s not, and what needs to change.
That’s why diversity questionnaires and surveys are so important – they give everyone a chance to be heard and help create a workplace where everyone feels they belong.
How important is workplace diversity and inclusion to employees in the UK? YouGov research explored this question and here’s what in findings showed:
Prioritising DE&I in the workplace isn’t just the right thing to do – it’s also proven to be better for business.
Diverse companies earn 2.5 times higher cash flow per employee, and inclusive teams are more productive by over 35% (Research and Markets, 2022).
British workers (63%) say encouraging regular feedback is the best way for organisations to promote diversity and inclusivity within the workplace.
63% of British workers say encouraging regular feedback is the best way for organisations to promote diversity and inclusivity within the workplace.
When conducting DE&I surveys, it can be useful to collect demographic data (including protected characteristics) about your employees so you can determine how different groups experience inclusion within your workplace.
These can include characteristics such as disabilities, sex and gender identity, ethnicity, religious beliefs and so on.
Note – it is very important to collect this information sensitively, compassionately and anonymously – to maintain trust, and avoid bias or discrimination.
When asking employees for this information, it must always be optional and voluntary – nobody should ever be forced to provide this information if they are not comfortable.
Always explain why you are asking for this information, how it will be used, and who it will be shared with.
ACAS has a helpful question template for monitoring diversity and inclusion, including important do’s and don’ts.
By running DE&I surveys you will help your organisation to:
Diversity is multidimensional – so depending on your workplace, you may need to focus on more specific areas when creating your diversity surveys – for example fair recruitment practices, sense of belonging, or attitudes around representation in leadership.
As a starting point, these are our top diversity and inclusion questions to ask.
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Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
Diverse and inclusive workplaces are better for everyone – for individuals, organisations and the economy. These statistics prove it.
Read MoreHow to measure DEI metrics in a way that’s safe, inclusive, and actionable. Examples of representation, inclusion and equity metrics.
Read MoreTop DE&I companies know that data and feedback are crucial for positive change – and that includes publicly acknowledging DE&I figures.
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