Every employee deserves fair treatment, equal opportunities, and a workplace free from discrimination.
In the UK, businesses must meet legal requirements to protect workers from unfair treatment based on factors like race, age, gender, sexuality, disability, or culture. These laws ensure that differences never become barriers for career progression.
However, our research suggests nearly half of UK adults have experienced workplace discrimination. This means that legal compliance alone isn’t enough. Diversity and inclusion compliance is just the starting point. A truly inclusive workplace does more than follow the rules. It actively values diversity, promotes fairness, and creates an environment where everyone can thrive.
As Ann Allcock, our head of diversity, explains:
"It's all too easy for unhealthy workplace cultures to take root and for less-than-respectful behaviours to quickly become the norm. It's often the small things that make the biggest difference to whether people feel heard, recognised, and empowered. But, of course, these small things are, on the one hand, hard to address and, on the other, the most harmful because they can go unnoticed by those not directly affected. It's not surprising that unappreciated employees contribute less enthusiastically in the workplace and even look to move somewhere they feel more highly valued and can be themselves. We know that younger people, in particular, expect to work for an employer with a strong track record on diversity, inclusion, and belonging."
This guide highlights nine key questions that will help you assess your workplace practices, ensure equality, and promote diversity. If you address these questions, you’ll be better equipped to create a more supportive and equitable work environment for everyone.
- What is diversity, equity, and inclusion (DEI)?
- What is equality and diversity in the workplace?
- What laws support workplace equality in the UK?
- How can you promote equal opportunities in the workplace?
- How does DEI benefit employees?
- How does DEI benefit businesses?
- What role do employees play in supporting DEI?
- What should I do if I experience discrimination?
- What’s next for DEI in the workplace?
1. What is diversity, equity, and inclusion (DEI)?
Diversity, equity, and inclusion (DEI) are the principles that help create a fair, supportive, and inclusive workplace. Diversity includes factors like race, age, gender, sexuality, disability, and culture. It recognises the unique perspectives, skills, and experiences each person brings.
Equity ensures that all employees have access to the same opportunities, resources, and fair treatment. It acknowledges that different people may need different levels of support to succeed and aims to remove barriers that might hold them back.
And inclusion is about more than just representation. It’s an environment where everyone feels valued, respected, and empowered to contribute. A truly inclusive workplace doesn’t just welcome diverse individuals, it actively encourages and supports them to thrive.
2. What is equality and diversity in the workplace?
When organisations bring together different perspectives, skills, and experiences, they become more innovative, adaptable, and successful. When employers prioritise DEI, it leads to some real benefits:
- Stronger recruitment: a wider talent pool means better recruitment decisions and access to top candidates
- Higher engagement: employees feel valued and respected, which boosts morale and retention
- A better workplace culture: teams thrive in an environment where everyone can contribute their best ideas and efforts
- Better business outcomes: DEI isn’t just the right thing to do; it drives productivity and performance
3. What laws support workplace equality in the UK?
In the UK, there are several key pieces of legislation designed to eliminate discrimination and promote equality in the workplace. These laws help to ensure that every worker has equal access to opportunities and fair treatment, no matter their background.
The main laws include:
- Equality Act 2010: protects against discrimination based on protected characteristics such as age, disability, gender, race, religion, and more
- Human Rights Act 1998: ensures the protection of fundamental rights and freedoms for all individuals
- Worker Protection Act 2023: requires employers to take reasonable steps to prevent the sexual harassment of employees
These laws ensure that businesses recruit from diverse talent pools and treat employees equally.
4. How can you promote equal opportunities in the workplace?
Organisations can take several steps to promote DEI in their practices:
- Equal opportunity policies: establish clear policies that ensure all staff are treated fairly
- Fair recruitment, pay, and promotion practices: ensure recruitment processes are free from bias, that pay is equitable, and that promotional opportunities are available to all employees
- Training: offer training on unconscious bias, discrimination, and cultural awareness
- Diverse leadership and representation: encourage diversity at all levels of the organisation, especially in leadership roles
- Employee resource groups: create networks for underrepresented groups to support one another and advocate for change within the organisation
All of these measures are designed to create a more inclusive and equitable environment, where every employee has the opportunity to succeed.
"While creating a culture that works for everyone does take some effort, if they get it right, employers will benefit from a broader range of talent, skills, and experience, a wider variety of ideas and perspectives, greater employee satisfaction and commitment, and reduced workplace conflict."
— Ann Allcock, head of diversity at Ciphr
5. How does DEI benefit employees?
A strong DEI strategy helps employees feel valued, supported, and empowered in their roles. When people know they are appreciated for who they are, they’re more engaged and motivated. DEI also promotes career growth by ensuring equal access to development opportunities which helps employees reach their full potential.
A bias-free workplace allows individuals to focus on their work without fear of discrimination, which creates a sense of security and stability. When employees feel respected and included, morale improves, which leads to higher job satisfaction and motivation.
6. How does DEI benefit businesses?
Businesses that prioritise DEI see several key advantages:
- Wider talent pool: a diverse recruitment strategy allows businesses to attract candidates from a broader talent pool. This increases the chances of finding the best fit for each role
- Market understanding: a more diverse workforce brings with it deeper insights into different market segments, customer behaviour, and localised needs. This makes the business more adaptable
- Higher innovation: different perspectives foster creativity. This leads to innovative solutions that might not have been discovered in a more homogenous environment
- Enhanced brand reputation: companies that are known for their commitment to DEI earn the trust of both customers and employees. This improves their reputation in the market
A diverse, equitable, and inclusive organisation is more dynamic, resilient, and ready to face the challenges of the future.
7. What role do employees play in supporting DEI?
Employees have a crucial role in the creation of a diverse and inclusive workplace. To build a fairer environment, they must challenge workplace unconscious bias. Small actions, such as questioning assumptions or calling out unfair treatment, have a big impact.
Colleagues from different backgrounds need support to ensure everyone feels included and valued. An ally speaks up against discrimination, offers encouragement, and ensures every voice counts.
Participation in DEI initiatives, such as training, workshops, or employee resource groups, increases awareness and drives meaningful change. But inclusion relies on more than company-led efforts. Everyday actions define the workplace culture.
Employees should feel confident enough to report discrimination, with the assurance that leaders will take concerns seriously. A truly inclusive culture does not happen by chance. It takes commitment from everyone. When individuals take ownership of workplace fairness, the entire organisation benefits.
8. What should I do if I experience discrimination?
If you face discrimination at work, it’s important to take action:
- Review grievance procedures: understand your company's grievance procedures and policies, which should outline the steps to take when you address discrimination
- Speak to HR or a DEI officer: if possible, address the issue directly with HR or a DEI officer, who can help resolve the matter
- Seek external advice: if you’re unable to resolve the issue internally, seek advice from a trade union, Citizens Advice, or an employment lawyer
- Escalate to an employment tribunal: if the issue remains unresolved and you feel you’ve been unfairly treated, you may escalate it to an employment tribunal
Take these steps can help ensure that your concerns are addressed, and that the company upholds its commitment to fairness and equality.
Support for mental health: if you or anyone you know is struggling with the impact of discrimination and needs a safe space to speak, reach out to mental health support hubs such as:
- Mind: support for mental health issues, with information on how to cope with the effects of discrimination
- Samaritans: 24/7 confidential support for anyone who struggles emotionally
- Rethink Mental Illness: support for people affected by mental illness, which includes those dealing with the psychological impact of discrimination
- Every Mind Matters: tips and resources from the NHS to help manage stress, anxiety, and mental health challenges
- Shout 85258: free text service for anyone in distress, which offers confidential mental health support
9. What’s next for DEI in the workplace?
DEI is a journey, not a one-off task. Organisations need to assess their policies and practices so they can support their diverse teams. As society changes and new challenges come up, businesses must stay flexible. Every employee, no matter their background, should feel heard and valued. Embed DEI into your organisational culture to create an environment where everyone can thrive. This benefits both your people and your business.
Ready to take your DEI strategy further? Our DEI consultancy can help you build a truly inclusive culture. Get in touch today to find out how.
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This content was initially published on Marshallelearning.com (February 2015) and has been uploaded to and lightly amended on Ciphr.com as part of the brand amalgamation in August 2024. It was further updated in March 2025 for freshness and accuracy.