Three ways to identify an inclusive employer

An organisation’s commitment to diversity, equity and inclusion (DE&I) is a priority for an increasing number of professionals. There are vast benefits to be had from working for an employer who cares about DE&I – 74% of accountancy and finance professionals say improved company culture is among the top three benefits of having a diverse and inclusive workplace, according to our latest DE&I report, and 70% say it’s directly linked to positive employee wellbeing.

But how do you identify a truly inclusive employer? Read on to find out three simple ways to gauge if an organisation actively prioritises DE&I.

1. Look for clues on the company website

Your first step should be to explore the company’s website for signs of their commitment to DE&I. Look at the employee photos – do they reflect a diverse range of backgrounds? Make sure you also check the ‘About Us’ section for any mention of diversity metrics or a pledge to equitable hiring practices.

As awareness grows about the positive impact of strong DE&I practices on company culture, productivity and profitability, many organisations are keen to highlight these efforts as part of their employer brand on their website. If you can’t find evidence of any commitments, it may suggest that an employer doesn’t have a strong DE&I agenda at the forefront of their mind.

2. Recognise which benefits indicate inclusivity

An organisation’s benefits offering can indicate whether they are welcoming to people from all backgrounds and if they’re trying to create an equitable environment for a variety of people. A move away from remote and hybrid working are key examples of where, when employers are rigid with their policies, it can fuel inequity, as some demographics may face more barriers when working in-office. People from disadvantaged socio-economic backgrounds may find full-time office working financially unviable, for example, while neurodiverse individuals might prefer the option to work from home in a quiet environment rather than an open-plan office. 

As well as home-working options, other benefits that can be a positive indication of an employer’s DE&I efforts include flexi-hours, inclusive parental leave, religious holidays, support for caregivers, and childcare vouchers.

3. Find out what initiatives are proactively driving DE&I

To determine if an employer is truly committed to diversity, equity and inclusion, look for key indicators of where they’re making proactive efforts to drive it. This can include having Employee Resource Groups (ERGs) for underrepresented groups, providing ongoing DE&I training sessions, collecting diversity data from employees, and showing they take pay parity seriously by continually being transparent about salary-banding structures.

It’s also worth finding out if an organisation has a dedicated DE&I resource, especially as more than a third (34%) of accountancy and finance professionals say their current organisation does. In reality, this figure could be higher,  as 14% are unsure if their employer does or not, according to our research.

Ultimately, assessing how your employer drives DE&I initiatives will help you ensure that they truly value diversity, equity and inclusion, which is crucial for a positive and productive workplace.

For more insights into what accountancy and finance professionals are experiencing in terms of diversity, equity and inclusion in the workplace, download our latest DE&I report.