Equality, Diversity, and Inclusion: Why We Need to Do More Than Just Talk About It


In recent years, there has been a lot of talk about equality, diversity, and inclusion (EDI) in the workplace. Companies have implemented EDI programs, policies, and initiatives, and there have been countless discussions, workshops, and training on the subject. However, despite all of this talk, many companies are still struggling to create truly diverse and inclusive work environments.

Why is that?

The truth is that simply talking about EDI isn’t enough. We need to take real action if we want to create workplaces where everyone feels valued, respected, and included.

In this article, we’ll take a closer look at why EDI is so important, what companies can do to promote diversity and inclusion, and why we need to move beyond just talking about EDI.

Why Equality, Diversity, and Inclusion are Important:

First, let’s talk about why EDI is so critical. For starters, it’s the right thing to do. Everyone deserves to be treated with dignity and respect, regardless of their race, gender, sexuality, or any other characteristic.

But beyond that, there are real business benefits to promoting diversity and inclusion in the workplace. Studies have shown that companies with diverse workforces are more innovative, more adaptable, and more profitable than those without. When you have a diverse range of perspectives, you’re more likely to come up with creative solutions to problems and identify opportunities that others might miss.

Additionally, promoting diversity and inclusion can help attract and retain top talent. People want to work for companies that value them for who they are, and companies that fail to create inclusive work environments are likely to struggle to attract and retain the best and brightest.

What Companies Can Do to Promote Diversity and Inclusion:

So, how can companies promote diversity and inclusion in their workplaces? Here are a few ideas:

  1. Set clear goals: Without specific goals and objectives, it can be difficult to make progress on EDI initiatives. Set targets for things like increasing the number of women or people of color in leadership roles, or improving the overall diversity of your workforce.
  2. Educate employees: Provide training and education to all employees on topics like unconscious bias, cultural competency, and the importance of diversity and inclusion. Make sure that everyone in your organization understands the value of EDI and how to promote it.
  3. Create a culture of inclusion: Inclusion isn’t just about diversity – it’s about creating an environment where everyone feels valued and included. Foster a culture of inclusion by encouraging open communication, providing opportunities for feedback, and celebrating diversity in all its forms.

Why We Need to Move Beyond Just Talking About EDI:

Finally, let’s talk about why we need to move beyond just talking about EDI. The reality is that many companies are still struggling to create truly diverse and inclusive work environments, despite all of the talk and initiatives.

So, what’s the solution?

It’s simple – we need to take action. We need to move beyond just talking about EDI and start implementing real, tangible changes in our workplaces.

That means setting clear goals, educating employees, creating a culture of inclusion, and holding ourselves accountable for progress. It means challenging our own biases and assumptions and being willing to make difficult decisions that may be necessary to promote EDI.


In conclusion, promoting equality, diversity, and inclusion is critical for both ethical and business reasons. While talking about EDI is important, it’s not enough!

Contact us to learn how we can solve the issue in your organisation.

Call direct on 01243 967961, or email [email protected]

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