Walking The Talk On DE&I, Let’s Keep It REAL!
LEAP Create
We are an award winning People Communications Agency making the world of work better for everyone. Backed by LEAP London
These days, diversity, equity, and inclusion (DE&I) are top priorities on every company’s agenda or at least they should be. But here’s the question, “Are we actually walking the walk, or is it all just talk?’’
One of the key discussion topics at our recent EB Meet-up on 2025 employer brand trends was around whether DE&I is more about checking a box than genuine commitment. Many of us end up with performative gestures that fail to create real change. DE&I can’t be something we “get around to” it’s a way of doing business and building culture.
Why ‘Checking the Box’ Isn’t Enough
A 2023 McKinsey study found that while 87% of companies say DE&I is an important value, only 40% of employees feel their companies are actually committed to it.
In fact, Glassdoor data shows that over 50% of employees want to see their employers make progress on DE&I.
People don’t want to see DE&I as just a headline in a company newsletter; they want it to be ingrained in the culture, making it a core part of everyday decisions and policies.
DE&I Efforts That Actually Work
So, what does real DE&I look like?
According to Deloitte, organisations with a robust DE&I culture are 6 times more likely to innovate and 8 times more likely to have above-average business outcomes. These are not small numbers.
Companies making a real impact are doing a few things differently:
1. Leadership Buy-In. Leaders have to champion DE&I. This is not just during a quarterly town hall meeting but also consistently setting the tone in every meeting, policy, and hire.
2. Measurable Goals. Real change comes when DE&I goals are specific and measurable. For example, Netflix has set public targets for diversity in leadership and tracks its progress openly.
3. Embedding DE&I in Hiring and Development. It’s not just about recruiting diverse talent but also investing in their growth. Companies with clear pathways for advancement for all employees see higher retention rates and job satisfaction.
Taking Accountability Seriously
How do you know if your DE&I efforts are hitting the mark? Metrics are key. According to PwC, companies that regularly measure DE&I initiatives through surveys, pay equity studies, and representation data are two times more likely to see improvement.
Also, accountability can’t just be for HR; it’s got to be everyone’s responsibility, from C-suite to entry-level.
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A Continuous Journey, Not a Destination
DE&I is not a “set it and forget it” initiative. It’s a journey that involves listening, learning, and evolving. Harvard Business Review reports that organisations that engage in ongoing DE&I learning initiatives, like regular workshops and inclusive leadership training, show sustained improvements in employee engagement.
True commitment to DE&I goes beyond surface-level actions. When it becomes just another item on a checklist, it’s noticeable. If we want to create workplaces where everyone feels valued and included, we have to move beyond the surface and walk the talk, every day.
So, is your organisation ready to commit to DE&I as a part of the culture?
Why not get in touch to see how LEAP Create can help communicate your DE&I initiatives through our agile creative squad. We have won numerous awards in this space, take a look at our award winning DE&I campaign with CGI ‘No Holding Back’
#DiversityAndInclusion #DEI #EmployerBranding #Leadership #CultureMatters #WorkplaceInclusion #InclusiveLeadership
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I am Joanna St George, the Marketing & Strategy Manager at LEAP Create.
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