Why diversity in the workplace is a business imperative

During times of difficulty, it is important for colleagues to know that support is available. Staying informed about current affairs and situations that may impact colleagues is essential.

For example, during the riots that affected the country in summer 2024, network groups collaborated to host an ally-led ‘Your Voice’ event. This initiative aimed to foster understanding and solidarity while providing colleagues with an opportunity to engage in open, uncensored discussions about their feelings regarding the violence and explore ways to support one another and customers during a challenging time.

No equality, diversity and inclusion (EDI) programme can be successful without lived experiences and expertise at its heart. As well as providing a platform for colleagues to speak, external speakers are invited to share their insights at least three times in the year.

“During times of difficulty, it is important for colleagues to know that support is available. Staying informed about current affairs and situations that may impact colleagues is essential”

Speakers have included high-profile figures such as Anton Ferdinand, Dame Kelly Holmes and John Barnes. We also had experts such as professor and author Shawn-Naphtali Sobers, psychologist and motivational speaker John Amaechi, and housing expert and Black on Board founder Lara Oyedele. This external insight brings a wealth of knowledge, helping colleagues to feel heard and inspiring them to become advocates for change.

Over the past two years, leading EDI experts have also hosted lunch and learn sessions. These accessible, bite-sized events cover critical topics such as identifying and addressing microaggressions and becoming an active ally. By providing teams with practical tools, inclusive practices are embedded into everyday culture at Stonewater, benefiting both colleagues and customers alike.

The 2GeTher network’s committee is made up of 12 colleagues from across Stonewater and actively aims to have people from all areas of the business represented.

It’s really important that colleagues who are out and about supporting customers can also get involved, so all events must be recorded so colleagues can catch up at a time that suits them.

Intentional steps have also been taken to ensure efforts are intersectional. As chairs of the four inclusion networks, regular meetings and collaborations take place to host events that highlight the overlapping identities and experiences of colleagues. Some impactful sessions have included a conversation on neurodiversity in women of colour and the history of UK Black Pride.

The Maturity Matrix by Investing in Ethnicity provides an external benchmarking framework accountability and uphold high standards in diversity. Stonewater has retained a level four (the highest accreditation) in the most recent assessment, reflecting its achievements in diversity and inclusion.

For the past three years, Stonewater has also been named a top 10 employer by Investing in Ethnicity’s annual awards for our diversity initiatives. In 2023, 2GeTher was recognised as a top 10 networking group.

The shortlisting of Cordelia Johnney, our head of EDI, in the same awards as an inspirational leader, along with her recent appointment to the All-Party Parliamentary Group for Governance and Inclusive Leadership, further demonstrate how a strong commitment to EDI nurtures individuals who inspire change both within and beyond the organisation.

“The business benefits are clear: a diverse workforce fosters creativity and innovation. It also enhances employee engagement and retention”

Beyond celebrating these achievements, external recognition also positions Stonewater as a leader in EDI, attracting top talent who seek to work at an organisation that values a diverse workforce and the contributions of each individual.

Members of the senior leadership team demonstrate their dedication to EDI committees by acting as an executive sponsor. The importance of EDI is deeply embedded across the business at all levels. Team members are encouraged to dedicate time to these efforts, with their contributions recognised in performance development reviews. This approach ensures that EDI is not seen as an optional task, but as a core part of living Stonewater’s values.

Diversity in the workplace is about creating an environment where everyone can thrive. For those who feel underrepresented, it’s about seeing themselves reflected in the organisation’s culture. For those who may not yet fully understand the importance of diversity, it helps with education and exposure to other viewpoints.

The business benefits are clear: a diverse workforce fosters creativity and innovation. It also enhances employee engagement and retention, as people are more likely to stay with an organisation that values and supports them.

By continuing to champion EDI, long-term business success is ensured, along with the many benefits for customers and colleagues who contribute to its growth.

Jade Bradford, communications and engagement manager and chair of the 2GeTher race equality network, Stonewater