5 ways to embed ED&I into your company all year round
ED&I is an ongoing business-wide strategy, not full of quick fixes and boxes to tick.
In 2020, data from LinkedIn found that the UK saw a 58% increase in the number of diversity and inclusion roles available. In spite of this research by CIPD shows that half of employers don’t have an EDI& strategy in place.
In order to advance Diversity, Equity & Inclusion in the workplace, we have to start thinking more strategically about how we embed the principles of inclusive practice into all the areas of business.
From our own study, 41% of workers we asked said their employer makes token gestures that feel surface level when it comes to diversity and inclusion, and 46% said their workplace could do more when it comes to diversity and inclusion.
In this webinar hosted by our Head of Marketing Chelsea Maher, we broke down 5 ways you can embed ED&I into your company all year round, from small steps through to bigger projects. Catch up on the conversation.
What we're reading
Latest insights from the front lines of workplace culture.
The Junior-Senior Speak-Up Divide: What the Data Reveals About Hierarchy and Silence
Speaking up about workplace misconduct shouldn’t depend on where someone sits in the organisational chart. But as shown in The Culture Shifters Annual Report 26/27, it does. Junior employees are twice as likely as senior leaders to believe that speaking up is "pointless," with 54% holding this view compared to just 27% of senior leaders.
Why Collecting Misconduct Data Isn't Enough to Meet the New All Reasonable Steps Duty
Our co-founder and CEO, Gemma McCall, has written a piece for The HR Director exploring one of the most persistent gaps in workplace misconduct management: the space between collecting data and actually using it.
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The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
