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The Evolution of EDI Questions in the UK Workplace

The Evolution of Diversity and Inclusion Questions in the UK Workplace: From Windrush to Intersectionality.

19^th August 2024 by Mark Holt

Those who cannot remember the past are condemned to repeat it - George Santayana

One of the best reasons to work with a provider like Divrsity, is that our exposure to thousands of surveys, and our obsession with feedback, means that our DEI Survey Questions are constantly evolving.

But it's interesting to look back (much) further, and see how the narrative around Diversity, Equity, and Inclusion (DEI) has evolved over the decades. From the Windrush generation's arrival to the contemporary focus on intersectionality, this comprehensive guide explores how diversity and inclusion questions have adapted through time, drawing from historical context and relevant UK sources.

The Windrush Generation Era (1948-1970s)

The Windrush generation, a term referring to the West Indian immigrants who arrived in the UK between 1948 and the early 1970s, played a significant role in shaping the country's diversity landscape. These immigrants, invited by the British government to fill labor shortages after World War II, brought with them a wealth of cultural diversity and experiences. However, their arrival also sparked a range of social and political questions about identity, belonging, and inclusion.

During this era, the primary diversity and inclusion questions centered around racial equality and the challenges faced by minority ethnic groups in Britain. The issues of immigration, citizenship, and racial discrimination dominated the public discourse, with questions such as:

How can we ensure equal rights and opportunities for racial minority groups in employment, education, and housing?
What support is available for immigrant families, particularly in terms of language and cultural adaptation?
How can we address and reduce the instances of racial prejudice and discrimination in public life, including housing, employment, and law enforcement?

In post-World War II Britain, the 'Windrush generation' of Caribbean immigrants arrived to fill labor shortages. Although not framed as DEI at the time, employers started asking questions related to race and nationality:

Employment Exchange Cards (1950s): The earliest records of diversity questioning come from these cards used by job centers. Questions included 'Colour or Race' and 'Nationality'.
Race Relations Act 1965 : This act, the first of its kind in the UK, was a landmark achievement, outlawing racial discrimination. While it didn't explicitly address D&I in its current understanding, it paved the way for future progress by acknowledging the need for legal protection against racism. It led to questions around racial discrimination in employment, such as:
- Has an employee been discriminated against because of their race?
- Have job advertisements or recruitment procedures discriminated based on race? Source

Less academically, new questions started to be asked:

"Are you British?" : This seemingly simple question carried significant weight in a society struggling to acknowledge the new multicultural reality. It reflected the challenges faced by immigrants in asserting their belonging and citizenship.
"Where are you *really* from?": This question, often laced with suspicion and othering, underscored the prevalence of xenophobia and the assumption that people of colour were inherently "foreign."

The '80s and '90s: Multiculturalism Debates

In the 1980s and 1990s, the UK experienced a surge in immigration from various parts of the world. This period saw:

Multiculturalism vs. Assimilation : Questions revolved around whether to promote multiculturalism, celebrating diverse cultural practices, or encourage assimilation into British culture.
Racial equality : Surveys began to address issues like racial discrimination, equal opportunities, and access to education and employment.

During this period two influential events, and their resultant government reports, advanced the debate around DEI in the UK:

The 1981 Brixton riots and the subsequent Scarman report (1981) highlighted issues of racial tension, police relations, and social inequality, sparking a national conversation about diversity and inclusion, particularly within marginalised communities.
The Macpherson Report (1999), following the murder of Stephen Lawrence, highlighted institutional racism within the police force and called for a more proactive approach to tackling racial inequality. This report significantly influenced D&I discourse by emphasizing the need to address systemic barriers rather than solely focusing on individual acts of discrimination

The new focus on multiculturalism, led to more nuanced questions around ethnicity and religion:

Ethnicity : Surveys started asking about ethnicity rather than just race or colour. Questions might include:
- What is your ethnic group? (e.g., Black/Black British, Asian/Asian British, Mixed/Multiple ethnic groups) Source
Religion/Belief : Questions around religious beliefs and practices began to appear:
- What is your religion? (e.g., Christian, Muslim, Hindu, Jewish, Buddhist, Sikh, Other) Source
Discrimination : Questions focused on experiences of discrimination expanded:
- Have you experienced racial or religious discrimination at work?
- Have you witnessed racial or religious harassment at work?

Along with a focus on understanding and celebrating cultural difference while simultaneously tackling systemic inequalities.

Key Questions:
- "What are your cultural practices?" : This question aimed to promote cross-cultural understanding and bridge divides between different communities. However, it sometimes risked essentializing cultures and overlooking individual experiences within those groups.
- "Do you feel represented in society?": This question sought to gauge the extent of inclusion experienced by minority groups, recognizing that simply being present wasn't enough – true belonging required representation and active participation in all aspects of society.

The Millennium and Beyond: Towards Intersectionality

The 21st century has seen the rise of intersectionality as a key framework for understanding D&I. Coined by legal scholar Kimberlé Crenshaw, intersectionality recognizes that individuals hold multiple social identities – such as race, gender, sexuality, disability, and class – which intersect and shape their experiences of privilege and oppression.

Gender Identity : Questions around gender identity have gained prominence:
- What is your gender? (e.g., Man, Woman, Non-binary, Prefer not to say) Source
Sexual Orientation : Surveys started asking about sexual orientation:
- What is your sexual orientation? (e.g., Straight/Heterosexual, Gay/Lesbian, Bisexual, Other) Source
Disability : Questions around disability have become more detailed:
- Do you have a physical impairment that has a substantial impact on your day-to-day life?
- Do you have a mental health condition or illness that has a substantial impact on your day-to-day life? Source
Social Class/Education : Questions around social class and educational attainment have gained relevance:
- What is your highest level of education attained? (e.g., No formal qualifications, GCSEs or equivalent, A-levels or equivalent) Source

Today's Focus: Intersectionality

Fast forward to the present day, and the UK's diversity and inclusion questions have evolved again, with a greater focus on intersectionality and a more holistic understanding of identity. Intersectionality, a theoretical framework that recognizes how multiple forms of social identity (such as race, gender, class, sexuality, and disability) intersect and influence an individual's experiences, has become a central concept in contemporary diversity and inclusion discussions.

Today's questions often include:

How can we address the unique challenges faced by individuals with intersecting identities, such as racialized women, LGBTQ+ people of color, or disabled individuals from minority ethnic groups?
What steps can be taken to ensure that diverse individuals are represented and included at all levels of organizations and society, including in leadership positions?
How do we create safe and supportive environments for individuals to share their experiences and advocate for change, particularly in light of the #MeToo movement and growing awareness of mental health issues?

For instance, the Black Lives Matter movement and the rise of social media have brought issues of racial injustice and systemic racism to the forefront, prompting organizations and individuals to reflect on their role in creating a more equitable society.

Looking Ahead: The Future of D&I Questions in the UK

D&I questions will continue to evolve as our understanding of social justice deepens. Emerging areas of focus include:

Neurodiversity: Recognizing and valuing the diverse ways people think and learn.
Socioeconomic background: Addressing inequalities rooted in class and access to resources.
Climate Justice: Intersecting environmental concerns with social justice issues, ensuring equitable access to a sustainable future.

The Divrsity platform, through its AI-powered analysis and commitment to data-driven insights, can help organisations to shape the future of D&I in the UK. By facilitating anonymous and secure surveys, Divrsity empowers organizations to ask the right questions, gather meaningful data, and drive positive change within their workplaces.

Conclusion

Diversity and inclusion questions in the UK have evolved significantly over time, reflecting shifting societal attitudes and legal frameworks. From the Windrush generation to contemporary intersectionality-focused surveys, employers now recognize the need for nuanced questioning that captures the complex experiences of diverse employees.

As the UK's Laeding Diversity & Inclusion platform, Divrsity enables companies to ask the right questions at the right time, ensuring they gain valuable insights into their workplace's DEI landscape. By continually adapting our approach based on historical context and UK-specific sources, we support organizations in creating inclusive workplaces that reflect Britain's diverse society.