Only 15% of employees feel diversity, equity and inclusion (DEI) is fully embedded in their daily culture, according to research by Onvero.
Its State of inclusion in the UK: from ambition to action report, which surveyed 300 HR, learning and development, DEI, and C-suite decision-makers, and 2,000 employees, also found that while nine in 10 UK workplaces have a DEI strategy in place, just 25% of leader respondents said this is fully embedded and regularly reported on.
Staff in inclusive organisations remain an average of 3.76 years longer and 85% said inclusive employers are better at attracting diverse candidates, compared with 46% where inclusion is not prioritised. Two-thirds (68%) rated productivity as excellent where inclusion is strong, compared to 27% where it is weaker.
The majority (86%) of organisations publish their values externally and 72% include these in recruitment. Half (51%) feel their organisations place too much emphasis on ticking boxes and meeting regulations than fostering a culture of inclusion, while 45% believe DEI initiatives focus too much on external image.
While 67% of organisations collect most of their chosen diversity data, only 39% capture all protected characteristics under the Equality Act 2010, and 2% collect all relevant diversity data. Just under three-quarters (70%) of respondents feel safe to express their authentic selves.
Sandi Wassmer, chief executive officer of Onvero, said: “Inclusion is not just a legal or moral imperative, it’s good for business. Our research shows that when organisations move beyond box-ticking and embed DEI into their culture, the benefits are clear, they witness higher staff retention, better wellbeing, and stronger performance. And the good news is, it appears that UK workplaces are recognising this too.
“However, there is still work to be done to close the gap between intention and impact. Recognising and aligning the role of leadership, data, and psychological safety with the expectations of the workforce is key to helping organisations continue developing on their DEI journey, rather than remaining stagnant. Inclusion isn’t a box to tick, or a quarterly pledge.”
