DE&I is set to become more important to employees, clients, and the board over the next 2-3 years, according to new research from communications agency, Teamspirit.  

When asked to consider the approach to diversity, equity, and inclusion (DE&I) in businesses across the UK, most business leaders said it would become more important to both current employees (72%) and prospective ones (71%). Some said there would be no changes (21% and 23% respectively), while only one in twenty believed it would become less important than it is now (6% and 5% respectively). 

The same is true for existing clients and customers. 70% of business leaders think DE&I will become more important, versus 7% who think it will become less so – 22% think it’ll stay stable. And in terms of prospective clients, 67% of those surveyed said DE&I would become more important to the procurement process, possibly driven by the rise in ESG considerations within the RFP process. 

When asked to think about the board more broadly, 65% of business leaders believe that DE&I will shift higher up the board agenda in the next 2-3 years, including 58% of c-suite executives. 

This research forms part of Teamspirit’s new report Marketing Inclusion, which shines a light on the communications challenges – and opportunities – of DE&I. You can read the full report here: https://www.teamspirit.co.uk/news-insights/dei-a-communications-conundrum. 

Sandy Downs, Head of DE&I at Teamspirit, comments: “DE&I skyrocketed up the corporate agenda in 2020, following the murder of George Floyd and reignition of Black Lives Matter. But the last few years have been tough. Covid, and its implications on society’s mental health and the global economy. The climate crisis. Brexit and its consequences. All of these have battled for space on the C-suite agenda, and for many, DE&I has been deprioritised. We’ve seen this play out in the attrition rates for DE&I roles and a reduction in corporate communications during the likes of Pride and Black History Month. 

“But the tide is changing. Business leaders know it – there is a grassroots demand from employees and prospective recruits for better DE&I practices in the corporate world. There is also a top-down push, from both the regulator and the new Labour Government. The FCA is pushing for greater DE&I in financial services, the revisions to the Corporate Governance Code will put pressure on Boards from January 2025, and in all likelihood, ethnicity pay gap reporting will soon be mandatory for large firms. 

“DE&I is here to stay. Firms need the right policies and processes in place, but they also need to be equipped to talk about their journeys – otherwise they risk alienating their people and damaging their brand. Those that nail their communications will be able to run creative and authentic campaigns that meet a modern audience. The opportunity is vast – and the time is now.”