What is EDI in the Workplace?

At Signature, our work is not just about pairing talented, hard-working candidates with our excellent clients, we also believe in promoting a fair an equitable workplace for all.

Equality, diversity, and inclusion are crucial elements in creating a positive and productive work environment and we are committed to fighting biases, effecting real change in business practices and supporting those we work with from all backgrounds. EDI is designed to make people from a variety of backgrounds feel welcome, no matter their race, age, religion, gender identity or ability, ensuring a diverse and inclusive workplace.

diversity and inclusion in the workplace uk

EDI stands for equity, diversity and inclusion.

  • Equality is the practice of providing everyone with the same resources and opportunities; equity recognises that everybody has unique needs and circumstances.
  • Diversity is about appreciating and highlighting people of different backgrounds, identities and experiences. It underlines the need for recognition of communities that are routinely underrepresented.
  • Inclusion is the culture of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalised, such as those who have physical or intellectual disabilities and members of other minority groups.

Why is equity, diversity and inclusion important?

Bringing together people who are encouraged to think differently, from diverse backgrounds helps to create an environment that brings new ideas, innovations and efficiencies.

Beyond being the right thing to do, embracing EDI makes good business sense. Studies have proven that organisations focused on building a more inclusive culture attract and retain a wider diversity of talent.

Did you know:

  1. More than 75% of job applicants say that a diverse workforce is an important factor when deciding where to work.
  2. Diverse leadership teams deliver 19% higher revenue.
  3. Job listings with gender-neutral wording get 42% more responses.
  4. A business with 30% female leaders could add up to 6 percentage points to its net profit margin.
  5. Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors.
  6. Studies show that organisations in the top quarter for gender diversity were 21% more likely to outperform their peers.
  7. 85% of CEOs say that having a diverse workforce improved their bottom lines.

EDI is a powerful way of reshaping businesses so that they can be more competitive and successful.

What does it mean to have a commitment to equity, diversity and inclusion?

Why is equity, diversity and inclusion important

Strategies for EDI

In recruitment, there are many ways to encourage equity, diversity and inclusion, such as:

Gender neutral job listings

As a recruiter or line manager, you want to be able to select from a shortlist of quality candidates. In order to achieve this, you’ll need a recruitment process that attracts from the widest pool of talent. However, if this process doesn’t feature language that reflects gender-neutrality in your job ads, you are already losing good people before they even apply.

Incorporating interview techniques to increase diversity

With many global organisations now looking at EDI strategy as a main focus at board level, businesses of all sizes are becoming increasingly aware of the importance to invest in D&I strategies and to raise staff awareness, particularly those involved in recruitment and team management.

Using blind CVs

Removing unconscious bias by removing identifying features such as names, gender, age, dates, schools and anything that isn’t relevant to the candidate’s skills in relation to the role.

Offering internships to targeted groups

Selecting and offering internship programs to candidates from specific backgrounds.

Creating a company culture that appeals to diverse candidates

Fostering a culture where every voice is heard and respected starts with building an equitable, diverse and inclusive workforce.


Hiring for skills

Skills-based hiring focuses on candidates’ key competencies and skills sets rather than their credentials. By focusing on skills, employers can increase the size of their talent pools.

Don’t just look for a cultural fit

When you hire only for a candidate’s culture fit, you bring in more employees who share your values and those of the existing employees, which can hurt your diversity. Looking for candidates who contribute to the company culture, rather than just fit into your existing dynamic can create more fresh views and ideas to the table.

According to Logic Melon, these are some good interview questions to ask:

  1. Describe a time when you helped your co-worker.
  2. What skills, passion, and hobbies set you apart for this role?
  3. Explain when you understood another person’s perspective to solve a problem.
  4. Tell us about a time when you creatively solved a problem.
  5. What are ways you can improve our company’s culture?
  6. Which do you think is more important: getting the job done quicker or getting the job done correctly?
  7. Tell me about a time when you took a professional risk.
  8. What are some mistakes you have made in the past, and how did you overcome them?
  9. How do you balance your work and home life?
  10. To you, what is most important in the workplace?
  11. How do you handle stress?
  12. How quickly can you learn something new and get good at it?
Equality, diversity and inclusion bring multiple benefits to your business and its employees and we believe it’s something that should be implemented by all hiring managers.
Working together, a fairer future for all is achievable.

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Signature Recruitment are delighted to announce that we are the Winner of the Heart of the City Award 2022 – Celebrating our social impact in London communities

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Signature Recruitment are delighted to announce that we are finalists for the 2021 Dragon Awards – Celebrating our social impact in London communities

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