The Diversity & Confusion Report
A look at the state of the nation in the early 2020s
What's new ?
The data in our latest Diversity & Confusion report indicates that we’re no longer only in a state of diversity and confusion.
We’re now also living in a state of diversity and…
Exclusion
Underrepresented employees are still more likely to feel excluded from ED&I conversations than others
Disillusion
Most people are growing frustrated by ED&I conversations and tired of talking about their identities with colleagues
Delusion
we are growing in confidence in relation to talking ‘professionally’ about ED&I, but this isn’t translating down into what sits under the agenda, such as disability, gender, race and ethnicity, religion or belief, sex and sexual orientation
Illusion
politics and some areas of the media are negatively impacting ED&I efforts, deliberately labelling its work as “woke” to stoke reactions across society
These data-driven themes are explained in the 2023 edition of our ‘state of the nation’ report, based on a survey of the UK workforce and new media analysis
Click the button below to download your copy. If you are having troubles, please email info@theunmistakables.com.
Special thanks goes to attendees of our Hope Gap roundtable who attended from Burberry, Golin, Hope & Glory, ISBA, ITV, LIONS, More in Common, OMG and Unilever.
The confusion behind inclusion
Our latest insights uncover how people in the workforce think and feel about equity, diversity and inclusion
In 2021, we published a report that drew one major conclusion about the understanding of and attitudes towards equity, diversity and inclusion (ED&I) in UK business at the time: organisations were largely in a state of diversity and confusion.
Our inaugural Diversity & Confusion report exposed low levels of cultural confidence across the workforce, fear of saying the wrong thing hindering the progress of ED&I, and uncertainty about who should and shouldn’t play a role in the ED&I agenda.
Back then, the murder of George Floyd and the impact of the COVID-19 pandemic had initiated a wave of corporate commitments to tackle racism and socioeconomic inequalities, as internal and external stakeholders demanded change.
Since then more recent crises have brought different challenges to the fore.
In 2023, a key boardroom conundrum is deciding what to prioritise as the workforce grows impatient to see which commitments materialise and shareholders place increasing pressures on returns.
