Definition
A strategic approach to creating a workplace that values and leverages differences among employees, including but not limited to race, gender, age, disability, sexual orientation, religion, and socioeconomic background. Diversity refers to the mix of people; inclusion is about making that mix work.
UK Context
UK employers are supported in D&I efforts by the Equality Act 2010, the Public Sector Equality Duty (for public bodies), and guidance from the Equality and Human Rights Commission. The CIPD and organisations like Business in the Community provide frameworks and benchmarks. Larger employers are encouraged to set diversity targets and report on progress.
Best Practices
- Develop a D&I strategy with measurable goals linked to business outcomes, not just compliance
- Collect and analyse diversity data across recruitment, promotion, pay, and retention to identify gaps
- Create inclusive policies and practices such as blind recruitment, diverse interview panels, and inclusive language in job adverts
Frequently Asked Questions
What is the difference between diversity and inclusion?
Diversity is about representation, ensuring a mix of people with different backgrounds, characteristics, and perspectives. Inclusion is about creating an environment where all people feel valued, respected, and able to contribute fully. You can have diversity without inclusion, but both are needed.
Are diversity targets legal in the UK?
Aspirational diversity targets are legal and encouraged. However, positive discrimination (selecting someone solely because of a protected characteristic) is generally unlawful. Positive action (encouraging under-represented groups to apply or using a protected characteristic as a tiebreaker between equally qualified candidates) is permitted.