We need to embrace a much-needed shift from viewing diversity, equity, and inclusion (DEI) solely as a ‘feel-good’ initiative to recognising it as an impactful, data-driven business strategy that directly and positively impacts your entire workforce.
In 2026, authentic diversity, equity, and inclusion initiatives are kind of like a hidden superpower…so why do only some companies take action on it being a necessity? The myth of workplace diversity, equity, and inclusion being hard to engage with, measure, and assign metrics to “success” is a key barrier to making that commitment.
But the answer is simple: diversity, equity and inclusion work has long-term, sustainable and measurable impact.
Here are some key indicators of success for Diversity, Equity and Inclusion initiatives in the workplace:
Financial Performance & Innovation:
A 2023 McKinsey study of more than one thousand companies across 23 countries found organisations in the top quartile for ethnic and racial diversity were 39% more profitable than those with less diversity. Similarly, gender-diverse teams had a 39% higher profitability than their counterparts with less gender diversity.
Inclusive companies are twice as likely to meet or exceed financial targets, and have been found to boost performance by up to 30% in some environments.
Why, you may ask? Diverse, inclusive teams produce a diverse range of ideas, perspectives and insights that allow you to amplify your reach to new audiences. Inclusive teams foster innovation, improve decision-making, attract top talent, boost customer loyalty, and increase employee engagement, leading to higher productivity and, therefore, better financial results.
Homogeneous teams (those with the same or similar social characteristics), on the other hand, are prone to “groupthink”, where everyone thinks in similar ways and settles on familiar solutions. Diversity helps teams break out of this cycle, sparking creative innovation and generating new and exciting ideas.
Talent Retention & Attrition:
Effective inclusion strategies can cut turnover risk in half. Data shows that increasing inclusion scores from the lowest quartile to the median can significantly improve employee feelings of empowerment and happiness.
Inclusive workplaces foster a sense of belonging, which is a key driver for retaining employees, particularly among underrepresented groups. Furthermore, Robust DEI initiatives can cut turnover risk by roughly 50% and have employee retention rates that are 5.4 times higher than those of non-inclusive companies.
A SHRM survey found that only 9% of employees in positive, inclusive cultures considered leaving their job, compared to 42% in cultures perceived as “negative”. Employees in inclusive organisations report being happier (88% vs 51%) and more productive (68% vs 27% rating productivity as excellent) compared to those in organisations with weaker inclusion efforts.
Overall, Employees in inclusive organisations stay an average of 3.76 years longer, as they feel valued and respected, significantly reducing the likelihood of them leaving. When employees feel safe, they are more likely to share ideas and feel secure in their position. You then, therefore, build cultures of trust, which increases engagement and loyalty.
Concrete Metrics that you can track:
Prioritising an inclusive culture is linked to a 56% increase in performance and a 37% decrease in absenteeism. Data that you can, or should be collecting, can indicate the effectiveness of your inclusion initiatives:
- Representation Data: Monitoring who is in the room and who is missing.
- Pay Equity: Actively closing, rather than widening, the pay gap.
- Recruitment Funnel: Identifying where diverse candidates drop off.
- Inclusion Scores: Tracking how employees feel regarding safety, support, and belonging.
- Exit Data: Understanding why employees leave.
What are some other key tools and frameworks to measure inclusion effectiveness?
Index Metrics:
The BLISS Index researched and concluded that authenticity at work is highly correlated with feelings of inclusion and retention. Authenticity at work means that employees feel able to share the parts of their identity that they view as important, whether that be their sexual orientation, race, health, socioeconomic background, personal living situation, or anything else.
Employees who can be their authentic selves are happier, more motivated to give their best, feel like their perspectives matter; nearly 2.4 times less likely to quit.
The 4 P’s: Being Present, Proactive, Persistent, and Passionate.
Being Present, Proactive, Persistent, and Passionate is a framework for personal and professional growth, emphasising mindfulness (Present), initiative (Proactive), resilience (Persistent), and drive (Passionate) to achieve goals and navigate challenges, often used in leadership, career development, and diversity initiatives to foster commitment and success.
These qualities reinforce each other: passion fuels the persistence to stay proactive, while being present helps you execute persistently and passionately at the moment, making them a holistic approach to achieving ambitious goals. Each “P” stands for the following:
- Present (Mindful Presence): Being fully engaged in the current moment, listening actively, and focusing on the task at hand without distraction, fostering better decisions and empathy.
- Proactive (Taking Initiative): Anticipating needs, identifying problems, and taking action to create solutions or opportunities rather than waiting for things to happen.
- Persistent (Resilience & Grit): Continuing to strive towards goals despite obstacles, setbacks, or rejections, demonstrating tenacity and commitment.
- Passionate (Purpose-Driven Energy): Having a deep enthusiasm and belief in what you’re doing, which fuels motivation and inspires others.
By using the 4 P’s in Diversity, Equity and Inclusion initiatives, they encourage active participation, advocacy, and authentic commitment to creating inclusive environments.
3 A’s: Awareness, Authenticity, and Accountability.
The “3 A’s” (Awareness, Authenticity, Accountability) form a powerful framework for personal growth, leadership, and building strong brands, focusing on recognising your reality (Awareness), being true to your values (Authenticity), and taking ownership for actions and results (Accountability) to drive positive change.
How these A’s work together:
- Awareness: Recognising your current situation, strengths, weaknesses, and role in challenges without judgment.
- Acceptance/Authenticity (Interchangeable): Acceptance is acknowledging where you are as a starting point, while Authenticity means aligning your actions with your true self and values, often requiring acceptance.
- Accountability/Action (Interchangeable): Taking ownership of your situation and committing to specific, positive actions for growth, rather than blaming others.
These A’s are powerful tools when it comes to your Diversity, Equity and Inclusion work, as it can further enhance:
- Leadership: Leaders use these to understand their impact, act genuinely, and foster trust by taking responsibility for outcomes.
- Personal Growth: Overcoming bad habits (like procrastination) by becoming aware, accepting the habit, and taking action to change, holding oneself accountable.
- Branding/Business: Building genuine connections by being transparent (Authenticity), understanding the market (Awareness), and delivering on promises (Accountability).
