The 2024/25 Inclusive Top 50 UK Employers (IT50) report has revealed that larger organisations are not only making significant strides in diversity, equity and inclusion (DEI) efforts, but they’re also demonstrating that prioritising DEI leads to stronger, more successful businesses.
This comprehensive study carried out by Inclusive companies – representing over one million employees across more than 130 UK organisations – shows that size and commitment go hand in hand when it comes to fostering inclusive workplaces. “At a time when the values, aims and practices of EDI are being denounced by some and, as a result, called into question by others, it is more important than ever to stand firm and shout about why seeking equity for all is so important in both business and wider society,” stated Paul Sesay, CEO of Inclusive Companies and creator of the Inclusive Top 50 UK Employers (IT50) Report.
GROWING COMMITMENT TO DEI
For its 10th year, the IT50 report highlights how a rising number of larger companies are placing greater emphasis on DEI. Nearly 25% of the organisations represented employ more than 5,000 people, while over 23% have workforces ranging from 2,000 to 5,000 employees. This shift signals a critical trend: larger companies are beginning to realise the positive business impact of prioritising DEI.
The data, submitted by organisations aiming to benchmark their DEI efforts, shows a clear commitment to action. With such a diverse range of companies involved, the IT50 report provides an invaluable snapshot of how organisations of all sizes are shaping their workplace cultures, improving employee experiences and driving real change.
TOP PERFORMERS LEADING BY EXAMPLE
The report names UK Power Networks as the leading organisation and first private company to take the top spot in four years. Close behind are Touchstone and Which?, maintaining their stellar performances from last year, while United Utilities and West Midlands Fire Service round out the top five.
Notably, the representation of private-sector companies on the IT50 list is rising, now accounting for over 60% of the organisations. In contrast, public sector representation has slightly declined, from 31.58% to 27.45%, while the charity sector holds steady at almost 10%.
These top performers share a common trait. They understand that DEI isn’t just about ticking boxes; it’s about creating meaningful change that transcends statistics and translates into tangible, lasting results for both their people and their businesses.
THE UK’S TOP 50 MOST INCLUSIVE EMPLOYERS
The full list of this year’s Top 50 Inclusive Employers includes:
- UK Power Networks
- Touchstone
- Which?
- United Utilities
- West Midlands Fire Service
- Auto Trader UK
- Financial Services Compensation Scheme
- The Royal Orthopaedic Hospital NHS Foundation Trust
- Mitie
- Inspire North
- Westminster City Council
- Direct Line Group
- Hastings Direct
- E.ON UK
- Novuna
- Bupa Global, India & UK
- Liverpool Women’s NHS Foundation Trust
- Mott MacDonald
- Southern Water
- Humberside Police
- EMCOR UK
- Mony Group
- Kantar
- TalkTalk
- Avon & Wiltshire Mental Health Partnership NHS Trust
- Canon UK & Ireland
- NATS
- Northumbria Police
- Windward Energy
- Cheshire Constabulary
- West Midlands Combined Authority
- Principality Building Society
- Anglo American
- Police Now
- Telent
- MSD UK
- Capital One
- Blake Morgan LLP
- Cheshire Fire & Rescue
- London Gatwick Airport
- Lincolnshire Police
- Civil Nuclear Constabulary
- ADP
- Bridgend College
- Milestone Infrastructure
- Canon Medical Systems Limited
- NIC Group
- CeX Ltd
- Key Travel
- Air Charter Service
DEI LINK TO THE BOARD
One of the key findings from the IT50 report is the critical importance of having a direct link between DEI efforts and the board. A clear and direct connection between the Diversity Officer and the Board was reported by 89.13% of organisations, marking a significant increase from previous years. This link ensures accountability for DEI targets, providing Board members with a greater understanding of the business case for DEI and its positive impact on employees, prospective employees and customers.
What remains clear from the submissions is that organisations with this direct link are better equipped to drive genuine cultural change. Board members who actively engage with DEI leaders are more attuned to the challenges and opportunities related to diversity and inclusion, allowing them to make informed decisions that foster an inclusive and equitable workplace.
However, a persistent issue remains at the executive level, where diversity representation is still notably low. Over half of executive boards (51.1%) reported no LGBTQ+ representation, and many also showed minimal diversity in other groups, such as disability and ethnicity. This lack of representation highlights the importance of maintaining strong DEI connections at the board level, ensuring that diversity is not only discussed but actively shaped into strategic decisions.
DEI TRAINING MATTERS
DEI training continues to play a key role in establishing inclusive workplaces, but the report reveals a slight decline in mandatory training. While 87% of organisations reported mandatory DEI training, down from 92% in 2021, this change is largely attributed to the rise in voluntary training programmes. While voluntary programmes reflect a growing comfort with DEI concepts, they also raise questions about the effectiveness of mandatory training. The quality and goals of such training need to be continually refined to ensure it remains impactful and relevant.
The report also highlights that a balanced approach to training – combining both mandatory and voluntary programmes – can help organisations embed DEI within their cultures. The need for ever-evolving training is clear if organisations are to continue making progress on their inclusion journeys.
The IT50 report emphasises that there is no one-size-fits-all approach to DEI training. “While mandatory training can be valuable in setting clear expectations and reinforcing an inclusive workplace culture, it may also create resistance in some organisations,” said Sesay. “The key is to foster inclusive spaces where open, meaningful conversations about DEI can take place, helping employees understand its importance in a way that feels engaging rather than imposed. A balanced approach combining mandatory and voluntary learning and training can help ensure that DEI efforts are both impactful and relevant while making it clear that all employees have a role to play in maintaining a respectful and inclusive workplace.
TACKLING PAY GAPS & MEASURING INCLUSION
With gender pay gap reporting now mandatory for larger organisations, it’s encouraging to see that 60% of organisations also reported on their ethnicity pay gaps. This is a step toward greater transparency and equity, with many organisations choosing to collect this data ahead of any government requirement. Additionally, the number of organisations reporting on disability and LGBTQ+ pay gaps has seen a significant rise.
These positive shifts reflect a growing commitment to addressing pay disparities across diverse groups. The data signals an important trend toward greater equity, as more organisations make it a priority to address pay gaps and work toward closing them.
For the first time, 100% of organisations in the IT50 report indicated that they are accurately measuring inclusion within their workforce. This is a significant milestone. More encouraging still, when asked whether employees feel a “sense of belonging,” 97.78% of organisations reported positive feedback from their staff. These figures represent a growing culture of inclusivity and belonging in UK workplaces, reinforcing the idea that when people feel valued and included, they are more engaged and committed to their work.
THE IMPORTANCE OF EMPLOYEE NETWORKS
Employee networks continue to grow in importance, with the report highlighting their role in both supporting employees and educating the wider organisation. Networks are no longer isolated but are increasingly adopting intersectional approaches that recognise and address the overlapping identities of their members. This reflects a more nuanced understanding of diversity, where individuals are seen as more than one-dimensional representations of a single identity.
LGBTQ+ networks continue to be the most common, with 91.11% of organisations reporting their existence. On the other hand, age-related networks, though less prevalent, saw a significant rise, reflecting growing awareness of the challenges faced by older workers. Age-related bias remains an issue, and organisations must work to ensure that older employees have the same opportunities for advancement as their younger counterparts.
ENSURING FAIRNESS & ADDRESSING BIAS
One of the key insights from the report is that DEI isn’t just about ensuring fairness – it’s about bringing out the best in all employees. The younger generation, who are often more diverse, can offer fresh perspectives and energy to organisations, and it’s crucial to ensure that they have equal opportunities to thrive. DEI aims to create an environment where everyone, regardless of background, feels they can succeed based on their abilities and contributions.
At the same time, as organisations move toward greater diversity, they must ensure that their recruitment processes are actively looking for diverse talent and that senior roles aren’t being filled by individuals who share similar backgrounds. Addressing unconscious bias is key to creating a truly inclusive workplace where diverse talent can rise through the ranks.
The IT50 report offers an inspiring look at the growing number of organisations making real strides toward inclusivity and equity. While challenges remain, the data shows that proactive companies are embedding DEI principles into their ethos and practices, driving meaningful change within their workplaces. As Sesay noted, DEI “not only makes business sense, it is common sense. Treat people fairly and well. Make space to listen to what they say and value their opinion.”
The work is far from finished, but the organisations in this year’s report are demonstrating that DEI is not just an aspiration, but essential for the future success of any business, concluded the study. You can download a full copy of the report here.
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