Founded by Inclusive Employers, National Inclusion Week, termed this year ‘Diversifest’ by abrdn, runs from 23 to 29 September, and is dedicated to celebrating inclusion and taking action to create inclusive workplaces. [1]

The theme for National Inclusion Week 2024 is Impact Matters, “a call-to-action to everyone in your organisation, from leaders, to inclusion professionals through to teams and individuals”.

abrdn is taking the opportunity provided by National Inclusion Week to highlight how we have updated our approach to diversity, equity and inclusion (DEI), with the aim of building a business where all people can thrive and belong, learn and develop, and do their best work.

At abrdn, DEI is at the core of who we are and what we do. We know that diverse perspectives and ways of thinking, in a fair and inclusive culture, are vital when working with clients and customers who face increasingly complex challenges. They help our business address society’s big concerns and make abrdn a great place to be, where people are valued for who they are.

Rethinking our approach

Our new approach, which we are implementing via immediate and more long-term initiatives, has already helped to re-energise colleagues and brought about improved results. For instance, we have adopted new methods for collecting data, making it easier and clearer for colleagues to quickly and confidentially disclose information such as their race, ethnicity, disability and neurodiversity.

This simplified collection of data, alongside strong messaging delivered directly to colleagues (“Why are we asking you to share your Personal Information?”), has led to an astonishing 11% increase in diversity data disclosure in just two months, to 70%. The consequent improvement in our understanding of diversity issues at abrdn is already generating results. For example, greater insight into representation at all levels within abrdn has led to our involvement with the cross-company mentoring experts Moving Ahead, who can provide mentoring programmes for mid-career women and underrepresented minority groups.

Platforming and giving space for colleagues to share their true selves through the award-winning inclusion campaign “What you see, and the real me” has highlighted the stories of individuals from across the business. This has played an important role in engaging interest, showcasing the strength associated with vulnerability, and creating a shift in how colleagues engage with the agenda. It has created opportunities to reinforce, to share, and to highlight how colleagues may have had similar journeys or similar challenges, or may be struggling to get help. Each story includes details on how colleagues can engage with topics such as mental health (including depression and suicide), varying socio-economic backgrounds, LGBTQ+, menopause, postnatal depression, the role of being a reservist, and being “comfortable in your own skin”.

A catalyst for change

We are also using National Inclusion Week 2024 as an opportunity to jump-start key elements of our DEI approach, such as supercharging our diversity colleague-led networks, strengthening the platform for individuals to connect, share their passions, and collaborate on the changes that make working at abrdn more inclusive. This includes helping bring together more disparate global networks that have the overall goal of wellbeing – or opening the door to a more focused intergenerational network. We are hosting sessions with smaller numbers of colleagues, adopting a fun and educational approach that exposes myths and misconceptions and generates fresh interest.

Other initiatives include a focus on the ethnicity pay gap in abrdn. It is anticipated UK companies will be legally required to publish their ethnicity pay gap in a similar way to the way they publish data on the gender pay gap. However, we are planning to publish our ethnicity pay gap prior to any forthcoming legislation.

We are also seeking, through data and working with our networks, to find out how we can best address the needs of colleagues with a range of different physical abilities (visible and invisible), mental and physical health conditions, and neurodivergences.

There is still a significant shortfall in embedding inclusivity in our industry, while abrdn also needs to make further progress in certain areas. Overall, however, we are committed to building a business where all people can thrive, whoever they are, and whether they spend some of their spare time as reservists in the armed forces, are from the LGBTQ+ community, are experiencing the menopause, or are suffering from depression or other mental health challenges.

Ultimately, the aim is to ensure everyone can achieve their potential and help make abrdn a better and more productive business.