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If the press were to be believed, the majority of the British public thinks the importance of EDI is exaggerated or given too much emphasis in the workplace. At worst, headlines proclaim that Britons believe EDI leads to bad hires or promotes poor performance. Interestingly, almost the opposite is true.
In 2024, the non-profit think tank More in Common carried out a survey on attitudes to EDI. It found that Britons are five times more likely to express positive views about EDI initiatives than negative ones. 94% of people surveyed knew what the term meant, and 65% said they believed EDI was overwhelmingly a good thing. Across the political spectrum, the majority of respondents acknowledged that Equality, Diversity, and Inclusion policies lead to fairer outcomes that they personally benefit from.
Where does this discord come from, then? How can companies make the most of these positive attitudes and create EDI policies that are truly beneficial for everyone?
EDI: What’s the Issue?
More in Common’s survey wasn’t all optimistic. One of the biggest concerns raised was that EDI can very quickly become less about inclusion and more about ‘box-ticking or back-covering’. Impersonal or irrelevant online training was especially criticised, as well as a lack of clarity over the benefits of EDI policies.
The same goes for language and tone when talking about equality and diversity in the workplace. Seven out of 10 survey respondents said that people are ‘made to feel stupid’ for saying the wrong thing during EDI discussions. Political rhetoric and ideology were also cited as unhelpful.
How to Do EDI Properly
Want to show that your company is living and breathing EDI, rather than just box-ticking? Here are some key tactics to consider.
Go for Impact, Not Optics
Problems arise when there’s a disconnect between what a business says publicly and how it treats its workforce internally. Showy or expensive EDI initiatives might play well with customers. However, if they’re unsustainable, questionably useful, or difficult to enact in reality, it’ll be hard to get your team on board.
Work on Your Policy
Vague or generalised statements aren’t helpful to anyone. Make sure your EDI policy identifies demonstrable areas of improvement for protected or marginalised groups and individuals. Then, outline realistic goals and clear paths towards achieving your aims.
Avoid ‘Us vs Them’
Two in three Britons believe that women and ethnic minorities face discrimination in the workplace. But some of those same people can still rail against EDI when it feels divisive. Stoking division is for tabloids; make it clear to your employees that EDI means inclusivity for everyone. Show how your policy is about removing barriers for a range of groups, including class and parental status.
Promote Understanding, Not Lecturing
MiC’s survey showed that fewer than three in 10 people think it’s helpful to criticise someone for making mistakes when talking about EDI. Stick to the report’s tenets for ‘good EDI’: “decency, treating people well, being polite, and having the opportunity to learn about people different to themselves.”
Use Helpful Language
On that note, avoid the use of alienating terms like ‘woke’. One in four British workers feels uncomfortable expressing political viewpoints in the workplace, and polarized labels or phrases can be seen as political ideology. Instead, turn the focus onto fairness, respect, and openness — with a highlight on the benefits of diverse opinions.
Personalise EDI Training
Pre-packaged, click-through training with no relevance to your industry discourages engagement. Use clear, practical examples from your workplace that are tailored to your specific EDI goals. Encourage interaction and discussion where everyone feels heard.
Demonstrate Value
Across the board, Britons agree that EDI offers employment to those who deserve it. However, negative press around positive discrimination can be off-putting. More in Common’s report says, “make the direct link between a fairer, more inclusive environment and the goals of the institution.” Show your team how your EDI policy will attract the best talent, improve the company’s reputation, appeal to customers or clients, and boost innovation through introducing a range of different perspectives.
EDI in Recruitment
Are you looking for a career within a company that shares your values on EDI? Or are you a hirer who wants to make your recruitment practices more inclusive? Let’s talk.
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