Understanding the business case

There are overwhelming economic arguments for progressing EDI in the workplace.

McKinsey & Company studies Why Diversity Matters (2015), Delivering Through Diversity (2018), Diversity Wins (2020) and Diversity Matters Even More: The Case for Holistic Impact (2024) show that companies with representation of women exceeding 30 per cent are significantly more likely to outperform those with 30 per cent or fewer. Companies in the top quartile for ethnic diversity show an average 27 per cent financial advantage over others.

Diversity brings a more rounded view to busines, which can lead to sharper decision making, innovation and better corporate governance. Clients and customers react more positively to companies with a diverse workforce. And when a business offers a dynamic place to work with opportunities for everyone, recruitment and retention of the best people becomes easier. 

Better business practice, client relationships and retention of talent all add to improvements on the bottom line. It’s that simple. But there is a strong moral case for EDI too, with people more than ever looking to business leaders to take a stance on economic, environmental, cultural and social issues.