Any successful approach to diversity and inclusion rejects tokenism and box-ticking, instead recognising that every individual brings an intrinsic value, that goes beyond their financial contribution, and encompasses their unique insights, skills, and knowledge.

Driving change compels an ongoing commitment, made at the highest level of your company, and shared by everyone who works on your behalf.

Your legal duties, laid out in the Equalities Act (2010) provide a starting point:

• Prohibition of Direct and Indirect Discrimination: Businesses must not discriminate against individuals based on 9 protected characteristics – age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

• Elimination of Harassment and Victimisation: Businesses are required to take steps to prevent harassment or victimization based on protected characteristics. This includes creating a work environment free from offensive or discriminatory behavior.

• Equal Pay: Employers must ensure that employees receive equal pay and benefits for equal work, regardless of gender.

• Reasonable Adjustments: Businesses have a duty to make reasonable adjustments to accommodate the needs of employees or customers with disabilities, enabling them to access employment or services.

• Public Sector Equality Duty: Public sector organizations and certain private sector organizations with public functions must comply with the specific Public Sector Equality Duty, which requires them to consider the impact of their policies and practices on equality.

Getting this right requires more than leadership alone.

Diversity and inclusion should be at the centre of the wider business plan, with targets and processes in place to monitor performance (not least through conducting equal pay audits to identify and address any pay gaps). These should be regularly reviewed to keep pace with evolving legislation, business practices, and societal values.

Training should promote understanding, and gently guide resistant voices to a more inclusive mindset. A culture should be nurtured that values diversity and encourages employees to contribute their unique perspectives, perhaps by establishing employee resource groups or networks to support underrepresented groups.

A comprehensive strategy for engaging with customers and the community should be developed, embedding diversity and inclusion within the wider corporate social responsibility (CSR) strategy. Consideration should be given to language, the visibility of diversity in advertising, and the celebration of individuals and their achievements. You should consider opportunities to exchange best practices within your industry, and to drive progress through collaboration on diversity and inclusion initiatives.

To uphold accountability, businesses need a trusted process for reporting discrimination and harassment. This process may even be independent of the regular management structure to ensure fairness and impartiality. Breaching diversity and inclusion standards should carry consequences, reinforcing the importance of fostering an inclusive environment.

Lastly, organizations must possess the humility to acknowledge the need for change. It is through humility that growth and transformation can occur, paving the way for a more diverse and inclusive future.

By embracing diversity and inclusion throughout every aspect of the business, you can create an environment where individuals are valued, respected, and empowered to reach their full potential.