Roger Wilkins once famously said – “We have no hope of solving our problems without harnessing the diversity, the energy, and the creativity of all our people.”
The UK’s top DE&I companies understand this, and know that creating an inclusive workplace is about doing everything in their power to make sure all voices are heard.
From embedding inclusion into leadership decisions, and data collection that drives positive change, these are the standards for what true inclusion and progress looks like.
According to Inclusive Companies UK, these companies are setting the standard when it comes to inclusion.
You can their full list here, naming the UK’s top 50 best employer’s when it comes to diversity, equity and inclusion.
– UK Power Networks
– Touchstone
– Which?
– United Utilities
– West Midlands Fire Service
– Auto Trader UK
– Financial Services Compensation Scheme
– The Royal Orthopaedic Hospital NHS Foundation Trust
– Mitie
– Inspire North
The NHS is the most diverse workforce in the UK.
Figures released in 2023 show the NHS workforce is the most diverse it has ever been in history, with two fifths (42%) of doctors, dentists, and consultants, and almost a third (29.2%) of nurses and midwives being from Black and minority ethnic backgrounds.
According to Aspiring to Include research, the most diverse industries in the UK are:
An equality, diversity, and inclusion policy outlines how an organisation will support DE&I in the workplace.
All organisations that take inclusion seriously will have one – it is the bare minimum.
Policies should outline your organisation’s commitments, strategies that are to be followed, and clear disciplinary and grievance procedures for prejudice and discrimination in the workplace.
For UK employers, ACAS provides a free equality, diversity and inclusion policy template.
Many organisations who are successful in the DE&I space have specialised officers who report directly to the executive board.
This structure means that DE&I initiatives receive attention and support at the highest levels.
By being part of key decision-making processes, DE&I officers make sure that diversity and inclusion are central to a company’s strategy.
These officers lead initiatives like implementing inclusive hiring practices, organising cultural awareness workshops, and analysing workforce diversity feedback data to identify areas for improvement.
Diversity officers are champions for real change and make sure all voices are heard and respected.
We have no hope of solving our problems without harnessing the diversity, the energy, and the creativity of all our people. 
Without leaders setting an example, DE&I efforts can quickly feel performative and unauthentic – and trust us, your employees will notice.
Senior leadership teams in top diversity organisations actively champion inclusion efforts because they truly care about people and also understand the business case for diversity – they’re vocal and proactive about the importance of diversity in the workplace.
They lead from the front by openly addressing barriers to inclusion and participating in DE&I efforts alongside their teams.
Because when leaders take visible, meaningful action, it shows that inclusion is a priority, rather than a performative tick-box exercise.
Top DE&I companies know that data and feedback are crucial for positive change – and that includes publicly publishing and acknowledging DE&I figures, even if they’re confronting at first.
Leading organisations prioritise collecting and analysing workforce data related to diversity – while also monitoring the individuals DE&I experiences of all staff members, particularly those who are underrepresented.
Aspiring to Include has great guidance on how to collect and publish DE&I figures for a more inclusive workplace.
Alongside demographics, here’s the information Aspiring to Include recommend collecting;
At Stribe, we’re big believers that anonymous surveys play an important role in driving diversity. If you’d like to learn more about the anonymous tools our platform offers, click below.
Inclusive recruitment practices are a cornerstone of what sets top diversity and inclusion companies apart.
Building a truly diverse workforce starts with how roles are advertised, applications are reviewed, and candidates are selected.
By embedding fairness and accessibility into every step of the hiring process, you can ensure opportunities are open to everyone.
Here are some practices companies can use to make recruitment more inclusive:
In 2024, we were super proud that one of Stribe’s customers was recognised for their dedication to inclusion – J’adore Models – awarded ‘Best for Inclusion – SME’ at the Greater Manchester Good Employment Awards held by the GMCEC.
By using Stribe’s platform and surveys, J’adore were able to capture their teams honest feelings and experiences and make positive changes for their people.
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.
