Leadership accountability is critical—senior leaders need to actively champion DEI, model inclusive behaviours, and be held accountable for progress. We continue to develop DEI training sessions to support our people and are currently developing better metrics to be able to better measure progress in this area. This year we have also launched our Reciprocal Mentoring Programme partnering 10 aspiring ethnically diverse leaders with 10 establish leaders across our business to further support our teams development and cultural competence.

Our Be Yourself Networks allow our front-line teams and our leadership to provide continuous feedback and develop and deliver on initiatives and events which creates a sense of shared ownership and ensures the activity resonate across our teams.

Finally, ongoing education and training to shift mindsets and address biases. DEI isn’t a one-time initiative – it’s a continuous journey of learning, adapting, and growing. By integrating DEI into every aspect of the business, from hiring practices to engagement, we can create lasting change and a workplace where everyone can thrive.”

Are there specific ways that our DEI initiatives help employees feel a greater sense of belonging at work?

“Our DEI initiatives are designed to foster a greater sense of belonging by creating spaces where employees feel valued, heard, and connected. For instance, our Employee Resource Groups, like Be Well Network, provide a supportive community that focuses on wellbeing and how we can proactively support our teams in and out of the workplace.

We also focus on equipping our leaders with inclusive leadership training, as part of their Inspire Programme to ensure that every team member feels respected and included. Celebrating diversity through events and storytelling, as well as tailoring initiatives based on employee feedback, ensures that our approach reflects the needs and values of our workforce.

We are proud that we develop our Be Yourself Network Calendar each year with our seven networks to organise a diverse array of initiatives, events and activity which builds community, engages our teams and promotes inclusion. Ultimately, belonging is about making sure that employees feel they can bring their full selves to work and know they’re valued for who they are.”

Are there any emerging areas of DEI—such as neurodiversity or equity in remote work—that you think organisations need to pay closer attention to?

“There are several emerging areas of DEI that I believe organisations should prioritise in the coming years.

Firstly, neurodiversity is a growing focus. As organisations strive to better support both teams and clients, it’s vital to create inclusive environments that embrace cognitive diversity. This is a priority area for us at Rapport, and we’re excited to deliver more learning opportunities for our leadership teams in 2025 to ensure we can better support neurodiverse individuals.

Social mobility is another critical area. As organisations look to remove barriers for individuals from less privileged socioeconomic backgrounds, we are focusing on providing access to meaningful career opportunities. Working closely with organisations like Circle Collective, we’re helping individuals who may need additional support to take the next step in their careers.

Finally, mental health and wellbeing are becoming increasingly important in today’s workplace. It’s essential to integrate mental health into our DEI efforts, and we are committed to further developing our impact in this space. In collaboration with our leadership teams, we look forward to deepening our efforts in mental health and wellbeing in 2025 and beyond.”