Despite a volatile business landscape, the business case for diversity, equity, and inclusion (DEI) continues to produce results. And that includes making your business more attractive to candidates. 

With many sectors facing a shortage of skilled staff, it’s perhaps no surprise that many organizations are open to improve diversity, equity and inclusion. 

Here we examine the importance of DEI, and how to promote it within your business. 

Why does diversity, equity, and inclusion matter?

The best way for firms to recruit, retain and develop talent is to draw from the widest possible talent pool – that means not ruling anyone out or limiting anyone’s potential. 

As a basic minimum, organizations should comply with the law, which requires equal treatment of individuals with protected characteristics such as sex, race, disability, age and maternity.

Organizations should go further than meeting basic legal obligations to ensure an effective policy embraces diversity as a means for adding value and contributing to employee well-being and engagement, as well as being the right thing to do.

Top tips for promoting DEI in your organization

It can be hard to know where to start on becoming a more diverse and inclusive organization. 

To help, here are some ideas for getting started:

1. Follow best practice by using a standard-based approach

Using a standard ensures it’s more likely that change can be embedded, effective and measurable.

You might want to use PAS 1948:2023 Diversity, equity and inclusion in the workplace. It has been sponsored by the All-In Diversity Project in response to organizations seeking guidance. 

It’s a practical, one-stop shop for organizations looking to develop and implement an effective diversity, equity and inclusion (DEI) framework. It applies to traditional offices and industrial environments, but also workplaces such as zoos, sports arenas or film sets. The standard, which is free to download here, is intended to help you implement a DEI framework that works for your situation. 

2. Always gather employee views

You might think you’re doing well on DEI, but would your employees say the same? 

Having systems that allow employees to express views discreetly can be invaluable. This might be through informal chats, anonymous questionnaires or using an outside consultant. Structured and frequent listening will give you an idea of where your starting point is, and once you’ve taken action, whether it’s actually working.

3. Act on feedback

Make sure that you update your employee lifecycle processes (recruitment, development, reward etc) based on the best practice and feedback from your employees. It can be beneficial to then capture these in policy form (or maybe a legal requirement), but remember a ‘policy’ is not action.

4. Understand why diversity programmes often fail

If DEI is seen as just another box to tick, an initiative will prove to be only superficial. Training should ensure employees really believe in the value and importance of DEI, rather than seeing it as a policy they are required to follow. 

Training should focus on the why as much as the how, with business effectiveness emphasized along with fairness.

5. Focus on culture

At its heart, diversity is about fairness and respect. Working on company culture to ensure people treat each other fairly, with care, respect and consideration will help to embed DEI and prevent problems with bullying and harassment. This culture has to start with the senior team and filters down through the management system.

6. Train staff in calling out prejudice

Tackling issues such as racism, sexism and homophobia should not be seen as the work of people with those protected characteristics. All employees can be trained on how to challenge prejudice and flag up issues to management. This will create a more supportive environment.

7. Commit for the long term

DEI is not something you can ‘do’ then forget about - it has to be an ongoing commitment with regular audits, data, employee surveys, training and research to ensure your organization stays up to date.

8. Promote openness and communication

If a worker feels unwelcome in the working environment, they might not flag it up - they might just move to a new employer, taking their knowledge and expertise with them. Encouraging openness and communication, for example through staff surveys and discussions, will help.

Diversity, equity, and inclusion standards

Standards can help you to take a rounded view of DEI and develop a comprehensive strategy. Alongside visiting our dedicated Diversity and Inclusion topic page, organizations looking to improve diversity and inclusion will benefit from exploring the following standards: 

• BS ISO 30415:2021 Human resource management. Diversity and inclusion

• BS 76000:2015 Human resource. Valuing people. Management system. Requirements and guidance

• BS ISO 25551:2021 Ageing societies. General requirements and guidelines for carer-inclusive organizations

• BS ISO 45003:2021 Occupational health and safety management. Psychological health and safety at work. Guidelines for managing psychosocial risks

• BS 30416:2023 Menstruation and menopausal health in the workplace – Guide

• BS 25800:2024 Safeguarding for organizations. Guide

• BS ISO 53800:2024 Guidelines for the promotion and implementation of gender equality and women’s empowerment

If you have questions about the right standard for your needs, contact the BSI Member Enquiry Service by emailing knowledgecentre@bsigroup.com. The service is included in your membership and you’ll be talking to professional researchers with up-to-date databases of national and international standards.

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