As diversity, equity and inclusion comes under attack across the corporate and political landscape on both sides of the Atlantic, organisations risk doing a disservice to their staff, and their operational health. Gita Singham-Willis, founding partner at Cadence Innova, explains how DEI can still play a key role in shaping the UK’s future, via the government’s National Growth Plan.
Over the recent months, the landscape of DEI has seen significant shifts. The changes in the political climate in the US, and the responses we have seen by global organisations like Google and Meta suggest that more and more organisations are reducing their focus on DEI initiatives, and it is unlikely this will reverse at any point soon. Whether this is solely a temporary response to political pressure or whether these organisations were never truly aligned to their DEI agenda is yet to be seen.
A recent survey by the Chartered Institute of Personnel and Development (CIPD) found that 35% of UK companies reduced their DEI budgets in 2024, citing economic pressures and cost-cutting measures.
The geo-political context is enabling cultural inertia and unconscious bias to remain solid barriers, combined with organisations struggling to effectively measure and demonstrate the impact of their DEI initiatives on business strategy. However, it is still intrinsically understood and proven that diverse teams and an inclusive culture are a business imperative and will drive business growth and deliver financial results, and companies are having to decide how they wish to navigate their response to the current climate.
According to the Diversity and Inclusion (D&I) Global Market Report 2022, organisations that embrace diversity generate 2.5 times higher cash flow per employee. Inclusive teams are over 35% more productive than their less diverse counterparts – showing strong correlation between the ethical and financial benefits.
Against this backdrop, The UK’s Mission Led Government framework introduces a set of missions that have equity, diversity and inclusion deeply embedded in the country’s broader growth strategy. These missions aim to tackle key societal challenges, with DEI an essential component for success. Integrating DEI into national policies and public sector initiatives, is a signal that diversity and inclusion are foundational to societal development, recognising that true societal progress cannot be achieved without ensuring equitable opportunities for all citizens.
While data on progress of these government-led missions is still limited, the growing focus on DEI within public sector actions signals a potential shift in how DEI is perceived at a systemic level.
The missions are designed to accelerate growth of UK plc, promote new and relevant skills such as data, AI and clean energy technologies, deliver equal opportunities, address health and social inequalities, thus creating a more productive society. These are all things that are supported by activities previously led through DEI programmes -and now it needs to be embedded into those missions to deliver positive outcomes.
This culture is primarily driven through active pursuit of an agenda for wider inclusion from leadership levels through the organisation. It is much more than policies and legislation that must be followed. However, legislation can be a powerful driver for change. We saw this through the original gender pay gap policy implementation in 2017.
Some examples of other forthcoming changes include:
- Mandatory ethnicity and disability pay gap reporting for businesses with 250 or more employees
- Bolstering the existing gender pay gap obligations by requiring employers to develop, publish and implement action plans and include outsourced workers in their reporting
- Increasing the ambit of the existing equal pay regime by allowing claims based on ethnicity and disability
- Implementing dual discrimination provisions allowing direct discrimination claims to be brought on the basis of the intersection between two protected characteristics
How does DEI show up in the new Missions
The Government’s vision is focusing on long-standing societal issues and strategic objectives to drive fundamental change across five areas:
1. Kickstarting economic growth
The UK Government’s mission-led economic strategy integrates DEI as a vital component of its efforts to stimulate growth by addressing barriers to participation, investing in mental health and skills, and fostering inclusive workplaces.
The UK faces a unique productivity challenge that requires investing in people and their well-being, including the provision of mental health resources and fostering of inclusive workplaces that understand and accommodate diverse needs –just as important for schools that are integrating DEI principles into education.
The surge in economic inactivity is driven largely by a growing number of people unable to work due to long-term illness. This trend has been increasing since 2019, reaching 2.8 million between December 2023 and February 2024. Long-term sickness accounts for 7% of the working-age population – raising urgent questions about health and the future of employment.
Talent is distributed across all demographics and there is a great need to match individuals’ strengths to opportunities while addressing systemic blockers. This goes beyond increasing workforce numbers – it’s about leveraging the unique perspectives and strengths of individuals, whether they are from minority communities, neurodiverse populations, or underrepresented groups, and harnessing this talent to drive growth.
2. Making Britain a clean energy superpower
With ambitious goals to cut energy bills, create thousands of green jobs, and secure a stable future with cheaper, zero-carbon electricity, focus needs to be on commitment to sustainability, collaboration, and community engagement, ensuring that the benefits of this transition are shared widely across society.
Understanding how a diverse community can embrace new technologies and ways of working will be essential to the success of the programme of transformation.
Digital transformation plays a pivotal role in advancing these goals – from smart energy grids to AI-driven efficiency tools, technology ensures that the transition to clean power is efficient and effective. There is a need to build skills to deliver these changes starting with schools and training programmes to incorporate digital sustainability into their curriculum, so that we can ensure that the future workforce is equipped to innovate and adapt in a green economy.
3. Taking back our streets
We know that serious violent crime disproportionately affects marginalised communities, including those defined by race, gender, disability, and other protected characteristics. To ensure safety for everyone, we must begin with understanding the unique vulnerabilities faced by these groups.
Many individuals involved in, or affected by, violent crime come from backgrounds marked by poverty, lack of access to education, and limited opportunities, which is why building communities, where everyone has an equitable start in life, is key to preventing crime.
The rise of harmful subcultures that perpetuate violence, exclusion, and division is also a growing concern. Combating these subcultures requires creating inclusive spaces where individuals feel valued and heard. Building relationships between community members and law enforcement is key to bridging divides and fostering collaboration to prevent crime.
4. Breaking down barriers to opportunity
If we want to create a fair and equitable society, we must address the systemic barriers that prevent many individuals from realising their potential. From marginalised groups facing structural inequalities to those who feel left behind by rapid societal changes, giving everyone a chance is crucial for fostering a stronger, more unified society. Breaking down these barriers is not only an act of social justice but also a path toward economic and cultural resilience.
For those born into disadvantaged circumstances, barriers to opportunity begin early, but providing children with equitable access to quality education and investing in programs that support children and families can help to increase their chances to thrive.
Schools also play a pivotal role in reshaping attitudes toward violence against women and girls – teaching children about respect, consent, and healthy relationships to challenge harmful gender stereotypes. Combating toxic subcultures that normalise misogyny and violence requires both community engagement and accountability measures, and public awareness campaigns and grassroots activism can all drive cultural change.
5. Building an NHS fit for the future
It’s not just about treating illness but preventing it, addressing the social determinants of health, and ensuring that every individual can live well for longer, and crucially, DEI must be at the heart of this transformation to ensure equitable access to healthcare and prevention resources.
Ethnic minorities often experience worse health outcomes due to systemic inequities, from language barriers to healthcare access. The reality of health inequality is most evident in healthy life expectancy – the gap between the most and least deprived areas is significant, with those in the poorest communities facing over 18 fewer healthy years.
Tailored outreach programmes can address these disparities, ensuring culturally appropriate care, but we also must break the cycle and address the root causes of poor health – such as housing, education, and employment, which disproportionately affect marginalised communities.
To ease the pressure on the NHS, there is also an urgent need to shift from reactive treatment to proactive prevention, as many of the NHS’s biggest challenges are influenced by lifestyle factors.
Delivering a fairer society and a productive, growing economy
The impact of DEI as one of the foundation stones of the missions the current Government has put in place is undeniable. As businesses and governments continue to navigate the complexities of DEI, it remains to be seen how these shifts will play out in the long term.
What’s clear is that DEI will continue to be an essential component of both corporate and national strategies, whether through corporate initiatives or government missions. In 2025, the landscape of DEI will undergo significant shifts, but while legal mandates surrounding DEI are fluid, the strategic and moral imperatives remain solid and more important than ever.