How DE&I Improves Company Performance
By Change & Transformation, DE&I

By Nathan Cumine, Cedar Recruitment Consultancy

 

In today’s competitive business environment, embracing Diversity, Equity, and Inclusion (DE&I) is not only a moral imperative but also a key driver of company performance. At Cedar, we see firsthand how integrating DE&I initiatives can lead to tangible improvements across several organisational metrics. This article draws on the latest research, as well as Cedar’s own approach, to illustrate why DE&I should be at the heart of any company’s strategy.

 

  1. Enhanced Innovation and Problem-Solving

A diverse workforce brings together individuals with different perspectives, experiences, and problem-solving approaches. Research consistently shows that diverse teams outperform homogenous ones, particularly when it comes to innovation. A longitudinal study found a positive correlation between diversity and the ability to launch new products and file patents ​(EAJ – Diversity and Inclusion 2024)​ At Cedar, we actively promote diversity in our recruitment processes, ensuring our clients benefit from a range of perspectives to drive innovation and growth. We regularly provide clients with diverse shortlists, ensuring representation from various backgrounds, enhancing the ability to tackle business challenges creatively.

 

  1. Increased Employee Engagement and Satisfaction

Inclusion goes beyond hiring a diverse workforce—it ensures all employees feel valued and can contribute meaningfully. Organisations with strong DE&I practices see higher levels of employee engagement, leading to greater job satisfaction, reduced turnover, and higher productivity ​(Ekawahyu Kasih & Ruslaini Ruslaini 2024).  At Cedar, our internal DE&I framework forms the foundation for how we operate. We have a DE&I Committee that meets monthly and biannual anonymous surveys to ensure every voice is heard—from Trainee to Managing Director. This inclusive approach is mirrored externally, helping our clients attract and retain top talent that feels valued and engaged.

 

  1. Improved Financial Performance

While the relationship between diversity and financial performance varies, research shows that DE&I initiatives can lead to increased profitability and revenue growth​ ​(EAJ – Diversity and Inclusion 2024).  At Cedar, we support our clients, such as Tesco, in aligning their recruitment processes with DE&I objectives. We help ensure the right talent is attracted and retained, leading to positive business outcomes. By focusing on creating diverse candidate pools, we enable organisations to tap into a broad talent base that drives financial performance through better decision-making and innovation.

 

  1. Better Talent Attraction and Retention

In an era where top talent is highly sought after, companies that prioritise DE&I are better positioned to attract and retain diverse, high-performing candidates. Cedar’s commitment to promoting diversity ensures that underrepresented groups—including women, ethnic minorities, disabled individuals, and LGBTQ+ candidates—are given equal opportunities. Our team is trained by the Employers Network for Equality & Inclusion (ENEI), and we actively monitor DE&I metrics to prevent bias. For clients like Deloitte, we provide tailored consultation on key metrics to monitor, ensuring alignment with their diversity objectives and facilitating the attraction of top talent.

 

  1. Fostering a Culture of Collaboration

Diversity fosters collaboration by encouraging employees to engage with different viewpoints and work together towards common goals. Research shows that diverse teams, supported by inclusive leadership, achieve higher levels of collaboration and trust​ ​(EAJ – Diversity and Inclusion 2024)​( Ekawahyu Kasih & Ruslaini Ruslaini 2024). Cedar ensures that our clients are not just hiring diverse talent but are fostering inclusive environments where collaboration thrives. We work closely with clients to communicate their values effectively and prepare candidates to embrace the company’s culture, enhancing team dynamics and performance.

 

Cedar’s Role in Supporting Your DE&I Strategy

Cedar embraces diversity and inclusion in every aspect of our operations and recruitment processes. Our internal commitment to DE&I—through our committee, surveys, and trained Mental Health First Aiders—sets a strong foundation for how we support our clients externally. Whether it’s consulting on DE&I metrics, providing balanced shortlists, or advising on employer branding strategies, we help organisations like BT build diverse, high-performing teams. Our ability to monitor and capture DE&I data for all candidates ensures that our recruitment processes are transparent, fair, and aligned with your diversity objectives.

 

At Cedar, we believe that diversity is not just a box to be ticked; it is a driver of innovation, collaboration, and financial success. Our proven approach to DE&I ensures that our clients develop inclusive workforces that reflect their values and meet their business goals. By integrating DE&I into the recruitment process, we help organisations improve performance while promoting equality and creating a more inclusive workplace.