Section 3: Realising Workforce Potential
Communication gaps in Equality, diversity, and inclusion require action
Despite widespread recognition of its importance and impact, equality, diversity, and inclusion (EDI) remain areas where organisations are falling short. Gartner’s 2024 research found companies with diverse workforces experience a 12% improvement in performance and a 20% higher intent to stay among employees, directly linking diversity to both business success and retention. PwC’s 2024 Global DEI Survey further reinforces this, showing that investing in diversity and inclusion leads to a 6.8% increase in stock price, while employees who feel undervalued are three times more likely to leave.
Over a fifth (22%) of employees are unaware of any EDI training initiatives within their organisation, while 2 in 5 employees report never having participated in related sessions.
Without broad engagement, EDI efforts risk becoming ineffectual, particularly as inclusion becomes a fundamental expectation in modern workplaces.
Progress is mixed.
While 69% of HR leaders report implementing EDI training beyond mandatory compliance, only 48% include it as a core component of their strategy.
Another 21% limit their efforts to specific areas, and 24% have yet to act, leaving EDI initiatives fragmented and unable to drive meaningful cultural change.
0%
of HR leaders report implementing EDI training beyond mandatory compliance
0%
include it as a core component of their strategy
Leadership representation also falls short.
On average, 37% of senior leadership teams include individuals from underrepresented groups such as women, neurodiverse individuals, and ethnic minorities. Though 20% of HR leaders report achieving higher representation (51% to 75%), this remains the exception, reflecting how far many organisations still must go in achieving genuinely inclusive leadership.
0%
