How to improve diversity in the workplace
We’re FDM, an award-winning global business and technology consultancy. For over 30 years we’ve been powering the people behind tech and innovation. We collaborate with world-leading companies to identify the expertise they need, exactly when they need it.
We have helped successfully launch nearly 25,000 careers globally and are a trusted partner to over 200 companies worldwide.
21st May marked ‘World Day for Cultural Diversity’ and we wanted to learn more about the importance of DE&I (diversity, equity and inclusion) in the workplace. We ran a series of polls to find out how diverse the companies you work for are, and how well they’re doing to foster an inclusive work environment. We also spoke to our diversity drivers at FDM for their insights on how to improve inclusivity and boost business performance.
🥁 Here’s what to expect:
Languages: Our survey said...
We ran a survey for our LinkedIn audience, asking them on average how many languages were spoken in their teams at work. The results revealed a surprising lack of diversity in language skills with 87% reporting only 1-10 languages spoken in their teams.
Language spoken is a key indicator of diversity. Having different people from across the globe come together to collaborate as a team is a major driver towards creating an inclusive culture at work.
Feeling included at work creates happier teams. 81% of employees who work in an inclusive culture report feeling happier in their jobs, resulting in higher job satisfaction. Diversity and inclusion also have a significant impact on performance, from greater innovation and skill sharing to increased productivity and higher revenues.
Representation: Our survey said...
Last week we also asked LinkedIn how represented they felt at work. The majority said they felt ‘not represented at all’ whilst an equal percentage of respondents said they felt ‘represented’ and ‘under-represented’.
This poll highlights the significant work employers still have to do to address the imbalance of representation at work and build a more inclusive environment for people to be the best version of themselves.
For organisations looking to do so whilst still attracting and retaining the right talent, adopting diversity and inclusion strategies is the key to strategic workforce planning.
There are a few ways in which companies can create a more inclusive environment so that their employees can feel well-represented:
How does diversity drive business?
We asked our audience what they believe is the most proactive approach to improving workplace diversity.
Unbiased hiring practices, such as blind CVs and strength-based interview questions, topped the list with 81% support. However, it's crucial for businesses to adopt a multifaceted strategy. Diversity should not end at recruitment; it must permeate the entire organisation and be an ongoing effort. This can be achieved through internal staff training, employee support networks, and more to ensure diversity continues to evolve and improve.
At FDM, DE&I is not just a priority but a fundamental aspect of our culture. Embracing a diverse workforce positively impacts business performance in numerous ways, from driving greater innovation and skill-sharing to enhancing productivity and increasing revenue.
Check out what our diversity drivers at FDM had to say here.
Our commitment to diversity
At FDM we identify driven, passionate people from diverse backgrounds and fast-track their careers, providing industry leading coaching, with ongoing support and development in a community where they can thrive, grow and build a successful future.
Diversity, equity and inclusivity is at the core of everything we do. We have 5,000+ employees worldwide, with over 90 nationalities working together as a team. From our origins in Brighton, UK, we now have 18 centres located across Europe, North America, and Asia-Pacific.
Did you know that 38% of our workplace were the first in their family to go to university?
Recommended by LinkedIn
We recently ranked 35th within the top 75 UK organisations dedicated to social mobility in The Social Mobility Foundation’s Employers Index. The award is in recognition of our ongoing commitment to accelerating social mobility in tech and creating an inclusive environment for all.
Whilst we are rightly proud to have received the honour, we acknowledge that there is still more to do. We are continually working towards doing better – from our many support networks to our employee assistance programme. We invest GBP 25m annually in skills development and are committed to closing the gender pay gap one step at a time. 32% of FDM's global workforce is female and in 2023 we reported a -7.6% gender pay gap.
Our Returners Programme has a 70% female intake and is designed specifically for experienced professionals returning to work after a career break. Our Returners typically have breaks ranging from one to ten years with some joining FDM after a 19-year career break. We offer consultants specialist learning and development, coaching, mentoring and assignments at world-leading organisations.
Read our recent Annual Report for more insights here.
Get to know Isabel Worley, our Rising Star!
We recently met our consultant, Isabel Worley, ahead of the British Data Awards that took place earlier this month. She was nominated for the Rising Star Award.
Nat Rowland, our Senior Account Manager took a trip to Westminster to meet with Isabel and discuss her nomination for the award, as well as her remarkable journey as an FDM Consultant. Currently, Isabel works as a Data Analyst on client assignment in the public sector.
‘It's been amazing to see Isabel's progression over the past year. The achievement really is in getting nominated, this nomination for Rising Star of the Year is more than deserved. I'm a big fan of her answer around Champions in the Workplace.’ - Nat Rowland, Senior Account Manager, FDM Group
Watch the full video here.
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