Op-ed by Allyson Zimmermann, CEO, LEAD Network.
Workplaces are evolving. Employees now expect more than a salary and standard perks. They want to thrive in environments where their voices are heard, their contributions valued, and their employers stand by their stated values.
Today, being an ’employer of choice’ depends on whether people feel seen, respected, and supported. The stakes are high: almost one in three (32%) UK workers say they would leave a job if their employer’s ESG values didn’t align with their own – a figure that rises to 43% among 18- to 34-year-olds.
And 90% of Gen Z jobseekers won’t even apply to companies that ignore diversity and wellbeing.
Encouragingly, many businesses are staying the course. A recent LEAD Network Europe survey found that 87% of 26 consumer goods and retail companies are maintaining or increasing their inclusion efforts. Only one reported scaling back.
Why inclusion matters
Inclusion is not just a moral imperative – it’s good business. More diverse leadership is linked to greater profitability and innovation, and research consistently shows that inclusive workplaces perform better.
When employees trust they will be treated fairly – regardless of race, gender, sexual orientation, or age – they are:
- almost 10 times more likely to look forward to going to work,
- six times more likely to feel proud of their company, and
- five times more likely to stay long-term.
The need for action is urgent. In 2023, only 37% of senior executive roles in Europe’s consumer goods and retail sectors were held by women – even though women drive the majority of consumer purchasing decisions.
Closing this gap is not only fair, it makes economic sense: the European Institute for Gender Equality estimates that improving gender equality could add up to €3.15 trillion to the EU’s GDP by 2050.
Embedding, not bolting on
The opposite of an inclusive workplace is one that is homogenous, exclusive and unfair. By contrast, the most successful organisations recruit from the widest talent pool, promote equitably, and create opportunities for all staff to grow.
The challenge now is to turn values into action and hold leaders accountable for building a fair, equitable culture. Inclusion isn’t a bolt-on initiative – it’s a long-term commitment reflected in daily behaviours.
Five ways to embed inclusion
1. Make DEI everyone’s responsibility
Inclusion isn’t just HR’s job. Every leader and team member has a role – from recruiters challenging bias in hiring to managers making sure all voices are heard. Build inclusion into performance reviews, leadership expectations, and day-to-day decision-making.
2. Go beyond the numbers
Representation matters, but it’s only a starting point. True progress means asking: Do people feel safe to speak up? Do they feel valued and supported? Track data on psychological safety, career progression, and wellbeing alongside demographic measures.
3. Listen to the naysayers
Critics aren’t always obstacles; they can become allies. Many concerns stem from misinformation – like the myth that inclusion means hiring ‘less qualified’ candidates. In reality, it’s about widening the talent pool and levelling the playing field. By engaging respectfully, companies can turn resistance into trust.
4. Connect inclusion to core values
Strip away the jargon, and inclusion is about fairness, respect, and belonging – values most organisations already claim to uphold. The challenge is to live them consistently, through transparent policies and courageous leadership.
5. Link DEI to sustainability
Embedding inclusion future-proofs your business, building loyalty among employees and customers who want to work with organisations that reflect their values.
Inclusion isn’t a programme, a one-off initiative, or a slogan. It’s built in the everyday choices leaders make, the behaviours they reward, and the values they protect when pressure mounts.
Employees who feel they belong are more engaged, more innovative, and less likely to leave. Customers, too, reward companies that genuinely care about people, not just profit.
Building workplaces that are fair, resilient, and welcoming to all isn’t just good business – it’s the foundation of long-term success.
Learn more about LEAD Network here. Information about the LEAD Network Conference 2025, taking place in Milan on 8 and 9 October, can be found here.
Read more: LEAD Network reaches 25,000 members across consumer goods and retail landscape
