Embracing diversity, equity, and inclusion in the Workplace: Fostering Growth and Innovation

In today’s rapidly evolving world, organisations are recognising the value of diversity, equity, and inclusion (DE&I) in the workplace. Beyond being a moral imperative, creating an inclusive environment that celebrates diversity and promotes equity is essential for attracting and retaining talent, driving innovation, and fostering long-term success.

In this blog, we will explore the significance of DE&I in the workplace and discuss strategies for creating an inclusive culture.

Understanding Diversity, Equity & Inclusion

Diversity encompasses the myriad of unique qualities that individuals bring to the table, including, but not limited to, race, gender, age, ethnicity, religion, sexual orientation, physical abilities, and socio-economic background. It represents the tapestry of human experiences and perspectives that enrich an organisation’s collective knowledge.

Equity refers to the fair and just treatment of all individuals, recognising that everyone may have different needs and barriers. It involves addressing systemic disparities and providing equal opportunities and resources to all employees, irrespective of their background or identity.

Inclusion is the active cultivation of an environment where individuals feel valued, respected, and empowered to contribute their unique perspectives. It involves creating a culture that embraces diversity, ensures equitable practices, and enhances the voices of marginalised groups.

Benefits of DE&I in the Workplace

Enhanced creativity and innovation: A diverse workforce brings together a range of experiences, knowledge, and perspectives. By encouraging collaboration and valuing different views, organisations can tap into the wisdom of their employees, leading to more solutions and improved decision-making.

Increased employee engagement and productivity: When individuals feel included and valued, they are more likely to be engaged and motivated. Inclusive environments foster a sense of belonging, which can lead to higher productivity, job satisfaction, and overall employee well-being.

Expanded market reach: In an increasingly diverse world, companies that embrace DE&I gain a competitive advantage by better understanding and connecting with diverse customer bases. By reflecting the diversity of their consumers, organisations can build trust and strengthen brand loyalty.

Attraction and retention of top talent: A commitment to DE&I can help attract and retain diverse talent. People seek workplaces where they feel accepted, supported, and provided with equal opportunities to grow and advance.

Creating an Inclusive Culture

Leadership plays a critical role in driving DE&I initiatives. Leaders must set a clear vision, establish policies and practices that support D&I, and hold themselves accountable. This commitment should be visible and communicated throughout the organisation. By actively seeking diversity when hiring and forming teams, you can create an inclusive culture for everyone. This includes establishing diverse interview panels, utilising blind hiring practices, and broadening talent pools to ensure fair representation of candidates.

Your business can provide training programs to raise awareness about unconscious biases, promote cultural competence, and enhance D&I understanding across the organisation. This ongoing education helps create a shared language and understanding, fostering empathy and respect. You might want to review existing policies and practices to identify and eliminate any potential biases or barriers. And implementing inclusive policies such as flexible work arrangements, mentorship programs, and fair promotion and compensation structures, will all make for an inclusive culture.

The formation of Employee resource groups (ERGs) provides a platform for employees to connect, support one another, and contribute to organisational decision-making. ERGs can be based on various dimensions of diversity and play a vital role in promoting inclusivity.

Why aren’t we all embracing DE&I?

Unfortunately, not everyone is embracing DEI and there are a number of reasons for that. Unconscious biases are deeply ingrained stereotypes and prejudices that can influence decision-making and perceptions of others. These biases can hinder the recruitment, promotion, and inclusion of diverse individuals.

Some organisations may not fully understand the importance of DE&I or the potential benefits it can bring. Without a comprehensive understanding of the value of diversity and the impact of exclusion, they may not prioritize DE&I initiatives.

Change can be met with resistance, especially when it challenges existing norms and practices. Some individuals may fear that embracing DE&I will disrupt established power dynamics or impact the status quo, leading to resistance from within the organisation. A lack of diverse representation at leadership levels can also hinder the progress of DE&I initiatives. When decision-makers do not reflect the diversity of the workforce, it can be challenging to implement meaningful changes.

Organisations may face resource constraints that make it difficult to invest in DE&I initiatives. Lack of dedicated budget, time, or personnel can hinder progress in creating an inclusive environment. There is sometimes a fear that efforts to promote DE&I will be perceived as tokenism—superficial attempts to meet quotas or appear inclusive without genuinely valuing and empowering diverse employees. This fear can lead to hesitation in taking concrete actions.

Without clear accountability and measurement systems in place, it becomes challenging to track progress and ensure that DE&I initiatives are effective. Organisations need to establish measurable goals, track diversity metrics, and hold leaders accountable for promoting an inclusive culture.

What you can do as an individual

Calling out a lack of DE&I requires careful consideration and a constructive approach. It’s so important to speak up, but before you do, gather relevant information and evidence to support your claims. This may include demographic data, disparities in representation or treatment, or specific incidents that show the issue. Choosing the right forum is also important, Determine the most appropriate platform to address concerns through a conversation with a supervisor or manager, meetings, or through formal channels.

Illustrate your points with specific examples that demonstrate the lack of DE&I and its consequences. This can help make your concerns more tangible and easier to understand. Instead of solely highlighting the problem, propose potential solutions or actions that could address the lack of DE&I which shows that you are invested in positive change and helps move the conversation forward.

Engaging with colleagues or employee resource groups can find allies: people who share your concerns and can provide support. Collective voices can be more influential and create a stronger case for the need for DE&I. Make sure after raising the issue, follow up to ensure that it is not forgotten or dismissed. Continuously advocate for change and monitor progress. Persistence is key to driving meaningful change.

Beyond addressing the lack of DE&I within your immediate sphere of influence, engage in broader conversations within the organisation. Participate in diversity committees, and employee surveys to amplify your voice.

Remember, calling out a lack of DE&I is a process that requires patience, perseverance, and a willingness to engage in ongoing dialogue. By approaching the issue constructively and offering potential solutions, you can contribute to creating a more inclusive and equitable workplace.

In conclusion, embracing diversity, equity, and inclusion is not without its challenges, but the benefits of creating an inclusive workplace are well worth the effort. By recognizing and addressing the barriers that impede progress, organizations can cultivate an environment where all employees feel valued, respected, and empowered. Embracing DE&I is not only the right thing to do but also a strategic imperative for organizations seeking long-term success in today’s diverse and interconnected world.


At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

To discuss DE&I and your recruitment further, please get in touch with our Executive Researcher, Saran Badwal.

For more information on re:find please get in contact with our Managing Director, James Cumming.

3 ways recruitment agencies can develop diverse candidate pipelines for companies in 2022

How do we develop diverse candidate pipelines for companies in 2022? Over the last 18 months, the topic of diversity, equity and inclusion has shifted the workplace. Following the death of George Floyd, discussions around talent acquisition, recruitment, and retention have challenged companies across all industries to ask questions around the cultures that have been built in the workplace. With underrepresented groups leaving companies in droves following on from his murder that year, between May and September of 2020, we witnessed these same groups being headhunted for diversity, equity, and inclusion job opportunities. Indeed, the worldwide employment website said that diversity and inclusion job postings rose by an astonishing 123%.

With organisations now implementing talent strategies to increase diverse representation across businesses, what can recruitment agencies and external suppliers that work with companies do to develop diverse candidate pipelines? Here are three recommendations to consider.

Your focus is on speed and not enough on quality

We get it. You receive a brief and the client provides you with a turnaround date of yesterday. You’re known for being able to deliver either on or before time. But you want your candidate pipelines to be more diverse of the market that is out there. Filling the role with similar talent is an assured safety measure that the client will be satisfied with. Its predicted success.You do not have to trade speed for diversity, but you will need to create time to develop new pathways to deliver a quality filled diversified pipeline.

Create time to expand and diversify your search profiles

Based on the sector you work in you probably have ‘ideal’ candidate profiles that fit the roles you fill. And while that is great, what does that mean for underrepresented groups that do not fit or fill these profiles? Because there is no ‘one’ ideal candidate, rather than referring to the one or two that come to mind when filling roles, why not take the time to create 2-3 more? Yes, the short-term investment is that it will take a few days to create and develop a selection of diverse profiles, but ultimately developing this step will provide long term quality and success for your clients in the long run.

Build diverse pipelines by building new relationships

This could become a part of your business development strategy. Within our day-to-day work, we make the time to network with existing relationships we have with clients, and we even make the time to get to know successful candidates that have been hired. But what can we do to begin building meaningful connections with diverse candidates? Get out of your comfort zone! Explore new online communities, sign up to online discussions, career fairs and external industry events that garner diverse talent. Not only will you get to know meet new talent, but you’ll also be able to gather intel that clients will appreciate.

Recruitment agencies may not work as seamlessly or consistently with company recruiters, hiring managers and talent partners as they would like. But, as industry leaders across respective sectors, accountability and external insight into the candidate market gives you, the supplier, the consent to enhance and add value to your clients when delivering your services.

To discuss further, please get in contact with our Managing Director, James Cumming.