Despite the uncertainty generated by changing macroeconomic conditions, diversity, equity, and inclusion (DEI) remains a priority, new research shows, with technology playing a critical role.

Focused on understanding the motivations, activities, and progress behind DEI, Workday, Inc, surveyed 2,600 global business leaders, including UKI CEOs and leaders from HR, finance, IT and sales.

The survey revealed that 87% of UKI respondents had increased DEI as a priority in the past year, with 83% of organisations having a budget for DEI.

Commitment to DEI remains high for the majority of UKI organisations. 59% of respondents said that the main source of pressure for implementing DEI initiatives is internal, while 46% said business leaders and employees are equally driving EDI initiatives.

Top reasons for supporting DEI included positively impacting business success and results (45%), improved employee engagement (41%) and staff well-being (44%), and attracting and recruiting a diverse workforce (52%).

“The results of the survey are encouraging for DEI efforts in 2024,” commented Daniela Porr, principal solutions marketing lead at Workday. “However, if UKI businesses are to develop a more mature approach, there is still work to be done in forming nuanced DEI strategies and recognising the impact of AI on these goals.”

AI and ML Technologies Are Having an Impact 

Technology is playing a vital role in enabling DEI initiatives, with the research showing a strong correlation between strategic maturity, technology adoption, and a robust DEI programme.

The areas that have seen the biggest positive impact for UKI respondents are sentiment survey and promotion discussions, with 95% and 91% of respondents respectively, reporting that AI and other technologies have improved results across the board.

AI and ML can therefore play a positive role in the success of DEI initiatives with organisations turning to the technology to help paint a more nuanced picture of the employee experience and development.

AI is also boosting the ability for businesses to understand the skills and capabilities of their entire workforce, which can both drive employee mobility and diversify talent pools.

“Wider adoption of skills-based hiring can play a big role in addressing the digital skills gap that the UK faces. There are large numbers of people intrinsically well suited for digital roles who are being overlooked. The combination of skills-based hiring, and rapid skilling initiatives such as skills bootcamps, could help fill hundreds of thousands of hard-to-recruit for roles across the UK, whilst also improving diversity and widening access,” added Michael Houlihan, CEO, Generation UK&I.

“AI tools can play a big role here, both to improve and accelerate peoples’ learning journey, as well as helping employers roll out skills-based hiring in a coherent, impactful, and business-improving way.”

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The research shows a huge opportunity for UKI companies to use data and technology to enhance their DEI commitment. Just over three in five (62%) have made progress, or as using a strategic approach to DEI currently, and 40% haven’t started yet, indicated we have some way to go to achieve strategic maturity.

There is good reason to suspect the ability to implement such an effective approach to DEI hinges on an organisation’s capability to foster joint responsibility and model DEI goals from the top down.

“When leveraging these technologies, organisations must consciously find ways to build trust in their workplace so employees know how any AI-powered technologies will be used, and ultimately, how they will benefit from them,” noted Ashleigh Ainsley, co-founder, Colorintech. “Only once trust is built can the positive impact of AI be realised.”