Inclusion is good for business, and for the first time new UK research proves its impact. According to Onvero’s inaugural State of Inclusion in the UK: From Ambition to Action Report, organisations that embed inclusion into their culture effectively report higher productivity, lower turnover, and greater employee happiness compared to those where DEI is less mature.
The report reveals that, despite recent political debate and uncertainty around inclusion initiatives, 9 in 10 UK workplaces have a DEI strategy. However, while most UK organisations are committed to DEI, many still struggle to turn ambitions into meaningful action. 25% of leaders say it is fully embedded and regularly reported on, however, only 15% of employees feel DEI is fully embedded in their day-to-day culture. While this signals that progress is present, there is a disconnect between leadership ambition and employee experience.
Additional key findings from the report include:
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Business impact: The findings are unequivocal, showing that inclusion drives performance, retention, and wellbeing.
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Employees stay longer: Staff in inclusive organisations remain an average of 3.76 years longer.
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Talent attraction: 85% of respondents say inclusive employers are better at attracting diverse candidates, compared with 46% where inclusion is not prioritised.
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Productivity improves: 68% rate productivity as excellent where inclusion is strong, compared to 27% where it is weaker.
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Beyond diversity-washing: The report highlights the importance of trust and authenticity in driving sustainable DEI impact. However, it also warns that inclusion must be lived as well as promoted.
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86% of organisations publish their values externally and 72% include them in recruitment.
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51% feel their organisations place too much emphasis on ticking boxes and meeting regulations than fostering a genuine culture of inclusion, while 45% of respondents believe DEI initiatives focus too much on external image rather than internal change.
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70% of respondents saying they feel safe to express their authentic selves, though employees report this less frequently than leaders.
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However, employees emphasise the need for more flexibility, fair policies, and transparent progression as areas for further development.
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Only 2% of organisations collect all relevant diversity data.
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While 67% of organisations collect most of their chosen diversity data, only 39% capture all protected characteristics under the Equality Act 2010.
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Employee wellbeing: Psychological safety, wellbeing, and belonging are identified as cornerstones of an inclusive culture.
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The role of data collection: Alongside psychological safety, robust diversity data collection remains key to sustaining progress. However, it is not widespread or consistent.
As the UK prepares for new legislative shifts under the Employee Rights Bill, Onvero’s research demonstrates that inclusion is not just a “nice-to-have”, but also a critical business advantage.
Sandi Wassmer, CEO of Onvero, says “Inclusion is not just a legal or moral imperative, it’s good for business. Our research shows that when organisations move beyond box-ticking and embed DEI into their culture, the benefits are clear – they witness higher staff retention, better wellbeing, and stronger performance. And the good news is, it appears that UK workplaces are recognising this too.”
“However, there is still work to be done to close the gap between intention and impact. Recognising and aligning the role of leadership, data, and psychological safety with the expectations of the workforce is key to helping organisations continue developing on their DEI journey, rather than remaining stagnant. Inclusion isn’t a box to tick, or a quarterly pledge. It’s what you make it.”
For more information on Onvero’s State of Inclusion in the UK: From Immaturity to Impact report, please visit https://www.onvero.org.uk/state-of-inclusion-report-2025/
