National Inclusion Week, founded by Inclusive Employers, is a dedicated time to celebrate inclusion and take action to build truly inclusive workplaces. This year, from 23rd to 29th September, the theme #ImpactMatters calls on companies to focus on more than just intentions—it’s about delivering real, measurable outcomes. Inclusion is not just a buzzword; it’s a commitment to creating meaningful change. To do that, businesses must move beyond surface-level efforts and adopt practices that make a genuine difference in the lives of their employees.

In this article, we’ll show you how your organisation can move beyond surface-level gestures and take action that truly transforms workplace culture. If you’re serious about making a difference and ensuring your efforts lead to lasting impact this National Inclusion Week, keep reading.

1. Did you know only 26% of organisations measure the impact of their Diversity & Inclusion work?
2. Why should we measure impact?
3. Make data-driven improvements: The REM D&I and Belonging Survey Tool
4. Trailblazers: Awarding organisations that have made a real impact
5. Lloyd’s of London Case Study: A Model for Success in Tracking and Enhancing Diversity and Inclusion
6. How to implement #ImpactMatters during National Inclusion Week and beyond
7. Sustain the Momentum

The results of a recent poll by Race Equality Matters are quite startling: only 26% of respondents said their organisation actually measures the impact of its diversity and inclusion (D&I) efforts. 

Even more concerning, 52% of respondents believed their organisations weren’t measuring impact at all. 

This highlights a significant gap between intentions and action. What can we learn from this? 

Without proper measurement, companies may be unaware of whether their D&I initiatives are truly making a difference. It’s a reminder that simply having policies in place isn’t enough —tracking outcomes is crucial to identifying what’s working and where improvements are needed. These findings suggest that many organisations may be missing opportunities to foster real change, and measuring the impact of D&I work is the first step toward closing this gap.

For organisations to know if their inclusion efforts are truly making a difference, it’s essential to track and measure progress. Without clear data, it’s easy for well-meaning initiatives to lose momentum or fall short of their goals. Measuring impact allows companies to see where they are succeeding and where more work is needed. It also helps ensure that inclusion isn’t just a talking point but a reality that is felt across the workplace.

Using metrics and tools to assess the effectiveness of diversity and inclusion efforts is key to this process. Key performance indicators (KPIs) might include employee satisfaction scores, diversity in leadership roles, and rates of pay equity. These measures provide tangible evidence of how well a company is doing in its efforts to create a more inclusive environment. Tracking this data consistently gives organisations a clearer picture of their progress.

Regularly reviewing these metrics not only highlights areas of success but also points out where improvement is needed. This ongoing evaluation allows businesses to adjust their strategies and keep moving toward their inclusion goals. Moreover, being transparent about these results builds trust within the organisation. Employees and stakeholders are more likely to believe in a company’s commitment to inclusion when they see the progress being openly reported.

Ultimately, measuring impact shows that a company is serious about making a difference—and that’s what makes #ImpactMatters more than just a theme; it makes it a reality.

The shocking reality is that many organisations are not measuring the impact of their diversity and inclusion efforts, but there is a solution: the Race Equality Matters D&I and Belonging Tool.

This innovative tool provides a simple, affordable, and highly effective way to make data-driven improvements in Diversity, Inclusion, Equity, Bias, and Belonging. Created in collaboration with ‘Divrsity’ and developed by the ex-CTO of the Trainline App, this survey solution empowers companies to tackle real issues preventing race equality. 

In just 10 days and five minutes, you’ll gain critical insights into your organisation’s diversity makeup, employee experiences, and opportunities across different characteristics. 

With 85% of users reporting it helps address inequality, and 71% finding it more effective than other tools, this solution is your key to making meaningful and measurable progress where it truly matters. To date, organisations have been thrilled with an average employee participation rate of 73%.

Remember, what gets measured gets done—and this tool ensures you can focus on fixing what needs to change.

Find out more here: https://www.raceequalitymatters.com/the-rem-inclusion-and-belonging-solution/ 

D&I Tool Event: https://youtu.be/iNqWm_Qc3S0?si=UC8nfcFVKj0e4Cfn 

The Trailblazer award series is designed to shine a spotlight on forward-thinking organisations that are leading the way in driving race equality.

Developed in response to growing demand for examples of companies that are not just talking about inclusion but actively making a measurable impact, this prestigious award recognises those who are truly walking the walk.

Judged by ethnically diverse individuals with lived experience, the award asks a simple yet powerful question: Would you want to work for this organisation? It assesses how well companies include ethnically diverse voices in their actions and, crucially, how much those actions benefit ethnically diverse colleagues. It’s not just about taking steps toward inclusion; it’s about proving that those steps lead to real change.

If your organisation is making an impact, apply for the next round of the Trailblazer awards and be recognised for your leadership in race equality. Click here to find out more: https://www.raceequalitymatters.com/trailblazers/

Lloyd’s of London has been awarded Silver Trailblazer status, and stands out for its exemplary commitment to measuring the impact of its diversity and inclusion efforts.

Through a continuous cycle of data gathering using tools like WorkDay, Engagement Surveys, Culture Surveys, and focus groups, Lloyd’s has made significant strides in promoting race equality. 

One key achievement is the success of their “1 in 3” hiring ambition, which led to the hiring of 2,367 ethnically diverse individuals in 2023 alone, and over 5,000 since the initiative began in 2021, contributing £136 million in salary value. Additionally, 71% of firms in the Lloyd’s Market are now actively engaging in outreach activities and adopting inclusive hiring practices to remove bias from recruitment processes.

The results speak for themselves: the 2023 Culture Survey shows improved behaviour across the market, and the ethnically diverse leadership pipeline at Lloyd’s Corporation increased by 3% in management grades. Furthermore, the Dive In Festival 2023 made a tremendous impact, with nearly 20,000 registrants and 48,460 event attendees from 84 countries, with 89% of respondents finding the event valuable for understanding D&I in insurance. 

Lloyd’s multi-layered approach to tracking and acting on their data is a model for other organisations aiming to create lasting change.

1. Set Clear, Measurable Goals
   • To truly embrace #ImpactMatters, start by setting clear, measurable goals for your diversity and inclusion efforts. National Inclusion Week is the perfect opportunity to establish these goals and communicate them to your team. Outline specific objectives for the week and beyond, ensuring that everyone understands the targets and the steps needed to achieve them. This clarity will align your team’s efforts and focus their energy on making a tangible impact.
2. Foster Open Dialogue
   • Next, foster open and honest dialogue within your organisation. Create safe spaces where employees feel comfortable sharing their experiences and providing feedback. Encouraging these conversations helps to surface valuable insights and addresses issues that might otherwise go unnoticed. It also demonstrates a genuine commitment to understanding and improving the workplace environment.
3. Measure and Communicate Progress
   • Measuring and communicating progress is crucial for demonstrating the effectiveness of your diversity and inclusion initiatives. Utilise relevant metrics and tools to track your progress, and regularly review these metrics to assess what’s working and where improvements are needed. Transparent reporting of these results not only highlights successes but also identifies areas for growth, reinforcing the importance of data-driven decisions.
4. Celebrate and Reflect
   • Finally, use National Inclusion Week as a time to celebrate your achievements and reflect on the progress made. Take the opportunity to acknowledge the positive changes and the impact of your initiatives. Reflect on what has been accomplished and consider where further growth is needed. Celebrating successes while recognising areas for improvement fosters a culture of continuous learning and underscores that #ImpactMatters in every aspect of your diversity and inclusion journey.

Sustaining momentum beyond National Inclusion Week is essential for creating lasting change. The work of fostering inclusion is not confined to just one week; it needs to be woven into the fabric of your organisational culture.

Make diversity and inclusion a core aspect of your daily practices, strategic planning, and leadership priorities. Regularly revisit your goals, engage with employees to gather ongoing feedback, and adjust your strategies as needed to ensure continuous progress. By embedding these practices into your organisational DNA, you ensure that the impact of your initiatives extends well beyond National Inclusion Week.

Committing to these strategies will help you make a meaningful difference year-round, reinforcing that #ImpactMatters in every facet of your approach to diversity and inclusion.

Join in this National Inclusion Week: https://www.inclusiveemployers.co.uk/national-inclusion-week/