Customise your diversity initiatives in line with your key DEI priorities
Every business has to start somewhere on their DEI journey. Work with us and we’ll help you define your diversity strategy and your top priorities for creating an inclusive culture. This process will highlight a number of emerging diversity themes that resonate most with your organisation, staff and customers. Each diversity theme reflects a type of difference that forms part of an individual’s characteristics—from those that are protected by law (such as gender, ethnicity or disability) to those that may be less visible (like social class or neurodivergence). We’ll work closely with you to determine which diversity themes you should bring to the fore.
Closing the Pay Gap
For every £1 of venture capital investment in the UK, all-female founder teams get less than 1p
Diverse Recruitment
96% of employers report having wider access to the best talent by being LGBT+
Target key diversity themes, backed up by our intersectional approach
Alongside this ability to foreground a particular diversity theme, our work is always centred around intersectionality – the ways in which multiple layers of difference intersect in any individual. Setting up a staff network or ERG for black LGBT+ women is one example of intersectionality, as is adjusting computer-based assessments for working-class men with dyslexia.
Intersectionality provides a more nuanced and informed view of just how cross-cutting diversity is in all walks of life. In turn, your EDI initiatives need to address intersectionality if they are to truly bring everyone into the conversation. Otherwise, an isolated and strand-specific approach will lead people to think that something is ‘being done to them’. Ultimately, by combatting the compound layering of disadvantage, organisations can progress towards a culture of systemic inclusion.
That said, we’re all too aware that different sectors and industries face different challenges when it comes to diversity, equity and inclusion. Businesses need a custom approach, and that’s exactly what we give them. While we’ll always work with intersectionality in mind, we may also ‘major’ on one or more of the core diversity themes below. We’re also constantly developing new products and services so we stay state-of-the-art on new DEI topics, themes, and priorities as they emerge.
Know your diversity themes
We focus on the following key diversity themes to help you support your employees
Race
Exploring considerations of ethnicity, anti-racism, privilege and allyship.
Gender Identity & Equality
Challenging gender-based inequities and recognising gender as a social construct.
LGBT+
Championing inclusion of all sexual orientations and trans-inclusion in policy and practice.
Disability
Raising awareness of disability in all its forms, including hidden or invisible disabilities, the social model of disability, and ableism.
Neurodiversity
Understanding the natural variations in the human brain around learning, sociability, attention, mood and other cognitive functions.
Mental Health & Wellbeing
Safeguarding our emotional, psychological and social wellbeing at work.
Social Diversity
Understanding how socioeconomic background and class impacts our equal access to opportunity in the workplace.
Find out more about our diversity & inclusion training
What our clients say
Diversity & inclusion training built to your unique challenges and requirements
get in touch More about EW GroupWorkplace Diversity FAQs
What is diversity in the workplace?
Diversity in the workplace means fully embracing people from different backgrounds, cultures, and experiences. It’s about having a team that reflects the world in which we live, whether it’s diversity of race, gender, age, abilities, or ways of thinking.
Why is workplace diversity important?
Workplace diversity is key to long-term business success. When people from different backgrounds come together, they bring fresh ideas, different perspectives, and creative solutions. This leads to more innovation and better problem-solving.
Companies that embrace diversity tend to see economic benefits, like increased productivity, higher profitability, and greater efficiency. A more diverse team is usually a more engaged and satisfied team, and when employees feel valued and included, they’re more likely to stay around, which helps offset turnover costs.
What are some common challenges creating a diverse workplace?
There are several barriers to overcome when building an inclusive workplace. For one, unconscious biases can affect hiring decisions, promotions, and day-to-day interactions, making it harder to attract and retain diverse talent. Without clear strategies in place, it’s easy for systems and processes to unintentionally leave out marginalised groups. All these issues often stem from a lack of awareness around inclusivity or a focus on diversity without actually embracing true inclusion.
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