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What does DEI Stand for
September 2024
Want to know more about diversity & inclusion?
- Diversity means recognising and valuing the differences that make each person unique.
- Equity is about making sure everyone has what they need to have the same chances in life.
- Inclusion means creating spaces where everyone feels welcome, respected, and heard.
- Accessibility ensures that barriers - physical, digital, or systemic - don’t exclude people.
- Allyship is actively supporting and standing up for people whose voices are often ignored.
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Sophie Mason
they/them
Chief Executive Officer
ThinkEDI
Every organisation claims to value diversity, equity, and inclusion (DEI), but very few truly understand what it means to embed it into business strategy. DEI is not just about hiring more underrepresented people; it is about creating systems where everyone can thrive. Research by McKinsey & Company shows that companies in the top quartile for ethnic and gender diversity outperform their competitors by 25-36% in profitability. Yet, many businesses still struggle to move beyond surface-level initiatives. The question is: how do we make DEI actionable and measurable?
As a disabled entrepreneur and DEI strategist, I have seen firsthand how performative gestures waste time and resources while failing to create meaningful change. If businesses want real impact, they must treat DEI with the same rigour as any other critical business function. That means setting goals, measuring progress, and being accountable.
Understanding Equity - It is Not the Same as Equality
Equality means giving everyone the same resources. Equity means giving people what they need to succeed. Deloitte research confirms that organisations with strong equity-focused policies see a 27% increase in employee retention and engagement. Yet, many companies still rely on outdated "one-size-fits-all" policies that disadvantage disabled, neurodivergent, and minority employees.
I once worked with an organisation where an employee with ADHD was labelled "underperforming." They were given a standard performance plan, but no adjustments were made to support their needs. After assessing their workload and working style, we introduced structured deadlines, noise-cancelling headphones, and flexible work hours. Within six months, their productivity doubled, and they became one of the highest-performing team members.
Action Step: Stop assuming what people need. Use data-driven tools like ThinkEDI to identify and implement personalised workplace adjustments.
![[Image description: Yellow paper with a ripped middle revealing the words Diversity Equity Inclusion.]](https://static.wixstatic.com/media/092a03_1f20a4e8f59a454f90ad3a366677c4dd~mv2.png/v1/fill/w_980,h_693,al_c,q_90,usm_0.66_1.00_0.01,enc_avif,quality_auto/ENCG%20AND%20ATE%20FLYER%20(6).png)
[Image description: Yellow paper with a ripped middle revealing the words Diversity Equity Inclusion.]
Measuring Inclusion - You Cannot Improve What You Do Not Track
Inclusion is not a feeling; it is a measurable outcome. A Boston Consulting Group study found that companies with inclusive cultures see a 20% increase in innovation revenue. Yet, most organisations still rely on vague employee satisfaction surveys rather than tracking meaningful metrics.
At ThinkEDI, we worked with a financial services company that believed they had an "inclusive" culture. Yet, data showed that disabled employees were twice as likely to leave due to lack of adjustments. When we introduced a structured adjustments process and accountability system, retention rates improved by 35% within a year.
Action Step: Start tracking inclusion properly. Measure retention, promotion rates, and access to adjustments across different demographics to identify systemic barriers.
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Image Description and ALT text: Why do people use them?
DEI is not about ticking boxes; it is about transforming workplace culture to drive innovation, retention, and performance. Equity ensures fair access, inclusion must be measurable, and psychological safety creates lasting change. Organisations that invest in these areas outperform their competitors and create environments where employees want to stay and thrive.
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[Image description: On a table are several different diverse cut out representations of people. Behind are two hands.]
Psychological Safety: The Foundation of Inclusion
Without psychological safety, employees do not speak up, and DEI efforts fail. Harvard Business Review found that high-trust organisations see 76% more engagement and 50% lower turnover. Yet, many workplaces still penalise employees for flagging issues or challenging biases.
In a previous HR investigation, an employee reported microaggressions from their manager. Leadership initially dismissed it as "misinterpretation." However, when we created a structured, learning-focused approach rather than a punitive one, the manager acknowledged their bias, took part in coaching, and made lasting behavioural changes. The employee felt heard, and the team dynamic improved.
Action Step: Train managers on inclusive leadership and psychological safety. DEI should not be about punishment - it should be about growth and accountability.
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