Despite financial constraints, the majority of UK organisations prioritize diversity, equity, and inclusion (DEI), according to a recent workplace survey conducted by Culture Amp.
Although some global companies have reduced their DEI investments, UK firms seem to be continuing their investment in workplace equality. 26 percent of UK firms increased their DEI budgets while 33 percent kept funding the same.
Censuswide’s research, which was conducted across over 1,000 companies, shows that 74 percent have an active DEI program. Only 13 percent of respondents believe their organization spends too much time and money on DEI initiatives. Nearly half of respondents (47%) disagree, while 37 percent are neutral.
According to the research, older employees were more likely than younger ones to support diversity in the workplace. Over half (56%) the workers aged 55+ and 50% of those 45-54 years old disagree that their organization is “too awake”. Only 35 percent of employees between the ages of 25-34, and 27 percent among those aged 16-24 agree with this statement.
Diversity and inclusion continues to be a priority in the UK workplace culture. Only 28 percent of respondents to the survey believe that their organization is overly focused upon DEI. 41 percent disagree, and 27 percent are neutral.
DEI Budgets and Business Integration
UK companies are integrating diversity into their business processes to sustain DEI despite financial constraints. According to the survey, 40 percent of firms have integrated DEI-related hiring questions in order to attract diverse talent. In addition, 36 percent of companies have added diversity metrics into employee engagement surveys in order to capture demographic information.
Aubrey Blanche Sarellano, Vice President of Equitable Operations for Culture Amp said: “At a moment when high-profile global companies are rolling back DEI commitments a large majority of UK firms remain committed to creating workplaces that treat people fairly and with respect. The older age groups are also the most supportive of diversity and inclusion policies. It is more likely that senior managers and line-managers will see the benefits of a more equitable workplace and be able to lead systemic changes in their organisation.
Blanche-Sarellano said that, while UK companies are under budget pressure, many embed DEI in key operational areas, such as recruitment and employee experience assessments. They also engage engagement strategies to ensure progress is made within financial limitations.
