Welcome to the Hays 2024 Diversity, Equity, and Inclusion (DE&I) Report

As the world continues to evolve, the workplace continues to feel these changes.

In this year’s Diversity, Equity and Inclusion (DE&I) Report, we take a closer look at the strides, and pitfalls, both organisations and professionals have faced this year, as well as a comprehensive comparison for the last five years. 

With our research from over 5,700 employers and employees, our 2024 report reveals the rise of inclusive hiring practices, such as anonymised recruitment and bias mitigation practices, to help attract a diverse workforce. Despite this, retaining diverse talent remains a challenge, with many professionals feeling their career progression is being limited due to identifying factors such as age, gender and ethnicity.

Highlighting the value a diverse team brings to the workplace, key findings from the report reveal that 69% of respondents believe greater diversity and inclusion positively impacts company culture, while 39% see benefits in recruiting talent and 36% in staff morale.

Despite these advancements, our research shows that over half of employees have felt their chances of being selected for a job were lowered due to an identifying characteristic, highlighting the ongoing need for organisations to address unconscious bias and ensure fair hiring practices.

Here at Hays, we are committed to supporting organisations in their DE&I journey. By leveraging our expertise and resources, we aim to help organisations create inclusive environments, where all employees can thrive. We hope this report serves as a valuable resource for your DE&I initiatives and inspires continued progress towards a more equitable workplace.

Thank you for your ongoing commitment to diversity, equity, and inclusion.

In 2024, one of the biggest challenges for employers is retaining diverse talent in their organisations. Despite progress in hiring, many companies struggle to keep their diverse teams engaged and committed. This issue is complex, and challenges are often founded on unconscious bias, limited career growth opportunities, and lack of support systems.

Retaining diverse talent offers numerous benefits. A diverse workforce brings different perspectives, boosting creativity and innovation. Research shows that diverse companies often perform better financially and productively. Additionally, keeping diverse talent helps build a positive company culture, improves employee morale, and reduces turnover costs. When employees feel valued and included, they are more likely to stay and contribute to long-term success. The DEI Report echoes this, highlighting the fact that almost 60% of professionals believe that their organisation proactively retains more diverse talent, an increase of 13% on 2019.

To tackle the challenge around retention, several best practices have emerged, especially in the UK. One effective approach is inclusive hiring, which includes training interviewers on objective practices, and redesigning processes to reduce bias. Our DEI Report highlights the fact that just over half (54%) of employers now provide unconscious bias training to hiring managers and interviewers, an uplift from around a third (34%) in 2019. Promoting diverse leadership and providing equal career advancement opportunities is also crucial. Companies that invest in sponsorship programmes, offer flexible work policies, and ensure fair compensation are more successful in retaining diverse talent.

The report states that more than half (53%) of respondents say they have resigned from a job because of a bad cultural fit. Creating an inclusive culture where all employees feel they belong is essential. This can be achieved through ongoing training and professional development programmes that highlight the importance of diversity and inclusion. Additionally, the report states that more than half (56%) of employees felt an identifying factor, such as ethnicity, disability, mental health status, age or gender, limited their career progression. This is further exacerbated when considering age where 77% of workers over the age of 50 have felt their career progression has been limited due to their age, compared to just over half (53%) of workers under 30. By fostering an environment where diverse voices are heard and valued, organisations can build a resilient and innovative workforce.

In conclusion, retaining diverse talent is not just the right thing to do, but also a business necessity. By adopting best practices and fostering an inclusive culture, organisations can unlock the full potential of their workforce, driving innovation and achieving sustainable growth.

Let us commit to making our workplaces more inclusive and supportive for all, ensuring that diversity remains a cornerstone of our success in 2024 and beyond.

Thank you.