In our series of articles, we discuss topical issues facing the legal industry and the wider world, all through the lens of diversity, equity and inclusion (D, E & I). This month’s article discusses what equity, diversity and inclusion means, the importance of having an equity, diversity and inclusion strategy in 2025, the benefits (and legal requirements) for your business, and how to get started on yours.
Our world is a diverse place. Each of us are different from one another - the way we look, the hobbies we enjoy, the beliefs we have, the heritage we carry and the life we live.
And every organisation starts with people. Employees, suppliers, clients - even your client's customers. It all comes down to people. In order to provide the best service we can to our internal teams, external providers and our clientele, we need to best represent them.
An equity, diversity and inclusion (EDI) strategy is the starting point for improving representation, strengthening working relationships and fostering healthy anti-discrimination practices.
And it is good for business too. Not only do organisations with an EDI strategy see an improvement in productivity and relationships, but they also experience better retainment of staff and higher profitability.
Let’s delve into what equity, diversity and inclusion is, why an EDI is important in the workplace, and how to get started with building your EDI strategy.
What is equity, diversity and inclusion?
Equity, diversity and inclusion (EDI) refers to the integration and treatment of people from different demographic groups, such as gender, ethnicity or religion.
When we talk about EDI, it is important to also understand the difference between equity, diversity and inclusion as standalone concepts.
Equity refers to the fairness of treatment of individuals or between groups
Diversity refers to the variety of individuals or groups represented
Inclusion is the level to which individuals or groups are encouraged to participate and feel they belong.
An EDI strategy is a plan created to improve equity, diversity and inclusion within the workplace. It involves measuring existing levels of EDI, pinpointing weak points and creating an action plan to improve.
Why is equity, diversity and inclusion important in the workplace?
Equity, diversity and inclusion has been an increasingly important topic, and it is particularly prevalent now we are in 2025. As an employer, this fact has never rang more true.
Young workers want change
Younger generations are proving time and time again that EDI is important to them. It is part of their decision-making process when choosing a place of work; it is a consideration in their daily actions; and it is something they are not willing to negotiate on. A workplace trends report from Manpower revealed that 56% of Gen-Z would not accept a role at an organisation without diverse leadership, and 68% believed their current organisations were not doing enough to foster an inclusive and diverse work environment.
At the present time, Gen Z make up the highest percentage of the world population (23%) and, as such, are the most influential in our workplaces. By 2035 they will be overtaken by Gen Alpha (as reported by Visual Capitalist). To be successful now and plan for the future, businesses need to listen to the needs of the younger generation.

If workplaces ignore EDI practices, they will miss out on the recruitment of talented and diverse staff, and find themselves unappealing to the new generation of workers.
Equality Act 2010
Under the Equality Act 2010, it is unlawful for organisations to discriminate against individuals based on demographics, pinpointed as:
Age
Sex and sexual orientation
Race
Religion or beliefs
Gender reassignment
Disability
Marriage and civil partnership
Pregnancy and maternity
Socio-economic status
Since the Equality Act came into place, EDI in the workplace has become increasingly important. Implementing an EDI strategy shows your employees you are an open and non-discriminatory employer. It encourages learning and culture sharing, instead of diminishing the voices of minority groups. EDI strategies can be used as a tool to lower - and hopefully eradicate - the instances of discrimination within the workplace, avoiding employee conflicts and potential legal claims against your business.
The increasing responsibilities being placed on employers to create safe work environments and the further reform to be introduced under the Employment Rights Bill, ought not to be left to chance. Now is the time to review your EDI policies to ensure they are compliant and robust.
EDI contributes to growth
Implementing an EDI strategy can also be a promising business move (albeit, we hope by reading this, that your passion for EDI goes further than that!).
Studies have shown that:
Companies in the top quartile for gender diversity are 25% more likely to have higher financial returns than their competitors in the lowest quartile. For those in the top quartile of race and ethnic diversity, that statistic increases to 36% (McKinsey: How Diversity, Equity and Inclusion Matter)
Organisations with higher levels of inclusivity are 1.8 times more likely to be ready for change, and 1.7 times more likely to be innovation leaders in their industry (Josh Bersin)
Inclusive teams report up to 30% higher productivity rates (Gartner, as reported by Nigel Wright Group)
Any organisation looking for higher profitability, greater innovation over competitors and increased productivity should utilise the benefits a robust EDI strategy can provide.
As our founder, Naeema, so poignantly stated in her 2024 EDI round-up article:
“It's time to build upon our achievements and make a significant leap of faith for the future by unifying our efforts to determine what kind of profession is both sustainable and appealing for the future.” - Naeema Sajid, founder of Diversity+
Start creating your EDI strategy
There are three core concepts to creating a successful EDI strategy: Data collection, SMART goals and action.
Data collection
In order to successfully reach and set your SMART goals, you need to know where you are starting from.
Collect demographic statistics from across your organisation. Make sure you are including all groups, as outlined by the Equality Act 2010, and consider collecting information on additional data too (such as neurodiversity). Plan your data collection with the energy and effort it deserves to get the meaningful information you need to drill down on what is working well, what is not and what needs to change.
While data is a great resource to understand growth, it does not represent the feelings of marginalised groups. Therefore, alongside demographic information, be sure to also survey all staff in your workplace about their experiences and opinions on EDI in the workplace. Framing your questions with sensitivity using inclusive language is key. Share knowledge on why the data is needed and how it will be used to build trust and encourage full participation. Keep the survey anonymous to enable candid disclosure and honest answers.
Once you have collected raw data and surveyed your staff, analyse the results to understand what areas you can improve in. Where are you excelling? Where are the gaps? This will help you with your remaining EDI strategy steps.
Focus on your goals
Now you have your baseline, you can set yourself SMART goals (Specific, Measurable, Achievable, Relevant and Time-Bound).
While it can be overwhelming at first, start by picking one or two key areas where you would like to see improvement. Maybe there is a lack of gender balance within your leadership, or your recent recruitment drive has not proven inclusive leaving you with an applicant pool that lacks diversity?
When setting these goals, be sure to include how you will measure impact and a timescale to aim for. Pre-book a review meeting to discuss progress.
For more ideas about where to aim your SMART goals, download our free eBook: How to create an EDI strategy in 2025
Create an action plan
It is all fair-and-well collecting data and setting a goal. But improvement comes through action.
Be prepared to have structured, inclusive and often challenging conversations on what actions need to be taken to reach your goals. Be clear on where responsibilities lie for implementing these actions. Adopt a culture of leading from the top with leadership accountability and buy-in from the outset.
At Diversity+, we provide consultation services for all aspects of your EDI strategy. Whether you need help creating the initial plan, providing training sessions to get a better understanding of what’s involved, assistance setting up your EDI networks or help planning an EDI event, we look forward to working with you.
Get in touch to book a free 30-minute consultation call, or email us at hello@diversityplus.info.
Comments