When you think about diversity and inclusion, you might first picture it as a moral or cultural priority. But here’s the truth: DEIB is also a commercial advantage. Organisations that make space for different voices and perspectives outperform those that don’t. They innovate faster, adapt more effectively, and build teams that are better equipped to solve problems.
Yet many businesses are still behind the curve. According to the 2026 State of People Strategy Report, 60% of organisations have never appointed people to dedicated DEIB roles. That means huge untapped potential when it comes to performance, engagement, and retention.
The commercial impact of inclusion
Research consistently shows a link between diverse teams and profitability. A McKinsey report found that companies in the top quartile for gender diversity on executive teams were 25% more likely to achieve above-average profitability. Ethnic and cultural diversity also correlated strongly with financial outperformance.
The reasons are straightforward: diverse teams bring a wider range of experiences and insights to the table. That makes your organisation more creative and resilient. In functions like finance, marketing, and customer service, representation helps you understand and connect with your audience more authentically, too.
The talent advantage
In a competitive market, talent wants to feel they belong. For many professionals, DEIB is no longer a “nice to have” - it’s a deciding factor when choosing an employer. If your organisation can show a genuine commitment to inclusion, you’ll widen your talent pool and boost retention.
Think about it: employees who feel accepted and supported are more likely to thrive, recommend your organisation to others, and stay for the long term. That reduces costly turnover and helps you build a sustainable workforce.
Why leadership matters
You don’t need a dedicated DEIB officer to make progress, although that can be a game-changer. What matters most is that leaders set the tone. If DEIB sits at the heart of your people strategy, it signals that your organisation values more than just short-term results.
Practical steps might include reviewing recruitment processes for bias, building inclusive policies, and creating safe spaces for employees to share feedback. Training managers to recognise and address bias can also have a significant impact.
Embedding DEIB into everyday practice
Successful DEIB strategies are not standalone initiatives; they’re woven into the fabric of daily operations. That means making sure that inclusion shows up in how you recruit, onboard, and support talent across every function.
You can start small, by tracking representation data or setting up mentoring programmes. Over time, these initiatives build a culture where people feel seen, heard, and valued.
Inclusion is (and must be) more than a buzzword - it’s a business driver. By prioritising DEIB, you’re not only doing the right thing for your people, you’re building a stronger, more profitable organisation. Find out how we help you build thriving diverse teams by getting in touch on 020 7870 7177.
https://www.hrmagazine.co.uk/content/news/state-of-hr-report-finds-60-of-companies-lack-dedicated-deib-roles
Research has revealed that 60% of companies have never appointed people to dedicated diversity, equity, inclusion and belonging (DEIB) roles, according to the 2026 State of People Strategy Report released yesterday (3 September).