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Divrsity DEIB Benchmarking: Why Regional and Industry Insights Matter for Inclusive Workplaces

How Divrsity's powerful benchmarking capabilities enhance your EDI survey results

10 Jan 2025 by Mark Holt

DEIB initiatives are a core priority for organizations across the United Kingdom. Whether operating in London’s financial district, Wales’s rapidly developing tech hubs, Scotland’s manufacturing sector, or Northern Ireland’s services industries, UK-based companies are increasingly committed to fostering a more equitable and inclusive workplace culture.

In pursuit of this goal, DEI surveys have emerged as an indispensable tool—allowing employers to measure their current state, identify areas for improvement, and track changes over time. Yet raw Diversity data can be difficult to interpret or apply meaningfully.

This is where Divrsity's powerful benchmarking capabilities come in: by comparing one’s data with industry and regional datasets, organizations can gain a deeper understanding of how they measure up against relevant peers, set realistic goals, and shape strategies that address the specific cultural and legislative nuances of different parts of the UK.

In this comprehensive article, we will explore the critical role that benchmarking plays in DEI survey results for UK companies, examining how it can shape meaningful improvement and foster accountability. We will also delve into the potential pitfalls and issues that arise when benchmarking across different UK regions—highlighting common errors and ways to avoid them. Finally, we show how Divrsity, the UK’s leading Diversity and Inclusion Survey platform, enables DEI benchmarking with visually engaging dashboards, automated insights, and data-driven action planning.

1. Understanding the Role of DEI Surveys in the UK

Before we discuss the importance of benchmarking specifically within the UK, it is essential to outline why DEI surveys matter in general.

Measuring Organizational Culture: DEI surveys provide quantitative and qualitative insights into a company’s workplace environment. From representation metrics to experiences of belonging, surveys capture areas of strength and those in need of improvement.
Identifying Key Gaps: A fundamental aim of any DEI survey is to spot disparities between demographic groups—whether by ethnicity, gender, sexual orientation, socioeconomic background, disability, or other protected characteristics as outlined under the UK Equality Act 2010.
Tracking Progress Over Time: Regular surveys allow companies to maintain accountability and a sense of direction. By evaluating whether changes have been successful or insufficient, leadership teams can refine or redirect efforts as needed.

However, even the best survey data loses some of its impact if companies fail to position those insights within a larger context. With benchmarking—especially benchmark comparisons within the same region, sector, or across the UK—these results become substantially more meaningful, guiding targeted and effective DEI improvements.

2. DEI Benchmarking, against what?

Benchmarking is the process of comparing an organization’s DEI metrics against a relevant external data set. Such comparisons should include:

Industry Peers: Within the same sector, it is instructive to see how your DEI profile compares to direct competitors or similar-sized organizations.
Regional or City-Based Data: UK regions can differ significantly in demographics and workforce structures. For instance, the representation of Black and Asian employees in London may be different from that in rural Scotland or in cities like Cardiff and Swansea.
Nationwide Averages: Looking at the national average for certain protected characteristics—such as the percentage of women in senior leadership—can help a company understand whether it is ahead of or behind the curve across the UK.
Cross-Region Insights: In some cases, organizations operating in multiple UK regions (e.g., offices in London, Manchester, and Belfast) might want to compare their internal data across these locations to see how local cultures, legislation, or labor market dynamics influence DEI results.

In essence, DEI benchmarking in the UK provides valuable context by clarifying whether your organization is above, on par with, or below other relevant groupings. This frames the DEI conversation in a way that encourages shared learning, ambition, and a sense of what constitutes “best in class” within the national context.

3. Why Benchmarking Matters

3.1. Providing Contextual Relevance

A DEI survey conducted internally may reveal that 80% of respondents feel the organization is inclusive. But is that excellent or merely adequate? By comparing this figure with the average for your sector (say, finance or tech) or your geographic region (such as London or Wales), you can better gauge how you stand. If the industry benchmark is 75%, your score of 80% might be a cause for celebration—though it may still require more granular reflection if local competition is already hitting 90%. Context gives numbers meaning.

3.2. Setting Ambitious yet Realistic Goals

Benchmarking against robust UK data enables leadership teams to set goals that are both aspirational and feasible. For instance, if research indicates that 30% of senior leadership roles in your sector are held by women, but your company sits at 15%, then targeting 35% in four years may be realistic yet challenging. Anchoring DEI objectives to recognized benchmarks creates transparency and clarity around how quickly progress should be made.

3.3. Uncovering Unique Regional Blind Spots

The UK is culturally and demographically diverse—not just at a national level, but within and between its constituent nations and regions. A company headquartered in London may have far higher access to diverse talent pools but might still struggle with socio-economic inclusivity or other forms of diversity. Meanwhile, an organization in Wales might do well on local demographics but experience difficulties in attracting certain minority groups due to language or cultural barriers. Only by reviewing data on a regional basis can you uncover these blind spots.

3.4. Driving Engagement and Accountability

Benchmarking can galvanize stakeholders across all organizational levels. Senior leaders, middle managers, and frontline employees alike may feel motivated to raise performance when they see a direct comparison to well-known competitors or industry leaders. Likewise, if the company’s data shows it is behind the UK average, it can spur urgent discussions about where gaps exist and how to close them.

4. Pitfalls and Issues in UK Benchmarking

While benchmarking brings numerous benefits, there are also potential pitfalls in a UK-specific context. Misunderstanding or misapplying benchmarks can lead to erroneous strategies or complacency.

4.1. Over-Reliance on Averages

A common mistake is leaning heavily on single average figures. For example, using the ‘UK average’ for ethnic minority representation might obscure substantial regional variations. London’s workforce is far more diverse than that of some rural areas in England or parts of Scotland, which can skew national figures. An ‘average’ that includes many large, diverse metropolitan areas could create an unrealistic expectation for smaller locales, and vice versa. Companies should focus on multiple reference points, including median figures or region-specific benchmarks.

4.2. Non-Standard Definitions and Categories

The UK’s Equality Act 2010 outlines protected characteristics, but organizations often use slightly different demographic categories in their surveys. For instance, one employer might break down Asian ethnicity into subcategories (e.g., Indian, Pakistani, Bangladeshi), while another lumps them together. Comparing these data points can be misleading. Ensuring standardized categories and definitions—or offering granular data alongside broader categories—ensures more accurate and fair comparisons.

4.3. Regional Nuances

Cultural and demographic nuances exist not only between England, Scotland, Wales, and Northern Ireland, but also within regions (e.g., the North East vs. the North West of England). Legislation, public sector funding, language usage, and local labor market conditions can all influence DEI outcomes. For instance, Welsh language requirements might attract or deter certain candidates, impacting inclusion metrics. If you fail to account for local norms and contexts, you risk implementing uniform strategies that do not resonate locally.

4.4. Limited Data Availability for Specific Groups

Though UK data collection is relatively advanced, certain specialized metrics can still lack sufficient sample sizes for meaningful benchmarking. For instance, data on neurodiversity or intersectional identities (e.g., Black gay women, or disabled Asian men) can be sparse, especially in smaller organizations or less populated regions. Companies may need to accept smaller sample sizes or consult specialized databases, acknowledging the potential margin of error and ensuring all confidentiality standards are upheld.

4.5. Privacy and Confidentiality Under UK GDPR

In the UK, organizations must abide by the Data Protection Act 2018 and the UK General Data Protection Regulation (UK GDPR). Divrsity is obsessed with privacy and shields our customers from all GDPR issues. Organisations using generic survey tools will need to be extremely careful. when collecting sensitive personal data—particularly around race, sexual orientation, disability, or religion—requires explicit consent and a clear purpose. Granular data allows for more detailed benchmarking, but also heightens the risk of re-identification. Balancing the need for insight with employees’ right to privacy is vital.

4.6. Niche or Emerging Industries

Tech start-ups in London’s “Silicon Roundabout,” renewable energy projects in rural Scotland, or life sciences clusters in the Golden Triangle (London-Oxford-Cambridge) often have unique talent dynamics. A standard financial services benchmark may be unhelpful to a novel AI-driven biotech firm. These organizations need to seek out specialized data sets or collaborate with relevant local and national industry associations to generate meaningful benchmarks.

4.7. Risk of Complacency

Reaching or surpassing a benchmark does not necessarily mean an organization should rest on its laurels. For instance, if your retail firm in the North West surpasses the local average for minority representation, it does not guarantee that employees feel truly included or that there is equitable progression. Benchmarking should be a starting point for continuous improvement, not the finish line.

5. Best Practices for Effective DEI Benchmarking in the UK

Given the challenges, how can organizations effectively benchmark their DEI efforts in a specifically UK-centric manner?

Utilize Multiple Data Sources: Draw on industry-specific data, region-specific data, and nationwide averages. Strive to include medians, quartiles, and ranges instead of relying on a single figure.
Segment Data by Relevant Demographics and Regions: If you have offices in London, Cardiff, and Glasgow, treat those regions separately before forming an aggregated view. Compare demographic data—such as percentage of female employees or BAME representation—both across your own sites and against external regional benchmarks.
Update Benchmarks Regularly: The UK’s demographic makeup is continually shifting, especially in areas with growing populations or new industries. Make sure you are working with the most recent data from reputable sources like the Office for National Statistics (ONS), professional bodies, or specialized third-party reports.
Prioritize Trends and Rates of Change: A single snapshot says little about progress. Observe whether you are improving year-on-year relative to benchmarks. Even if you are below the average today, consistent improvement indicates momentum in the right direction.
Account for Local Nuances: Adapt your DEI strategies to suit regional norms or legal requirements. For instance, use Welsh language options in surveys if relevant, or consult with local diversity groups to ensure alignment with community expectations.
Ensure Data Privacy and Consent: Work with platforms (like Divrsity) that prioritize anonymity and comply with UK GDPR. This builds trust among employees, encouraging more honest disclosures.
Share Findings and Engage Employees: Benchmark data should not be locked in the boardroom. Share it widely, invite feedback, and make advancing DEI a collective, organization-wide commitment.

6. Industry and Regional Challenges Within the UK

DEI looks different across industries and regions within the UK. Benchmarking must reflect these unique dynamics.

6.1. Industry Variances

Finance (London): Despite some gains, financial services still grapple with underrepresentation of women in senior roles and a lack of racial and ethnic diversity at the executive level. Benchmarking reveals how rapidly large banks vs. fintech start-ups are progressing.
Technology (South East and Beyond): Tech hubs in Cambridge, Oxford, Manchester, and London frequently report challenges recruiting and retaining women and ethnic minorities. Benchmarking can highlight hiring patterns and point to effective retention strategies.
Manufacturing (Midlands, North of England, Scotland): Long-standing legacy firms might struggle with an aging workforce and low diversity, whereas newer players often adopt modern, inclusive hiring practices.
Retail and Hospitality (Nationwide): High turnover and large part-time workforces can skew DEI metrics, requiring specialized benchmarks that account for these attributes.
Public Sector (Across the UK): Governmental and local authority bodies often serve as exemplars in data collection and transparency, but they too must strive for higher inclusivity, particularly in leadership roles.

6.2. Regional Variances

London: As one of the most diverse cities in the world, London sets a high bar for racial, ethnic, and cultural diversity. However, companies must still ensure inclusive workplace cultures and fair promotion opportunities.
Wales: Welsh cultural heritage, including the importance of the Welsh language, can influence recruitment and inclusion strategies. Companies might adopt bilingual policies or campaigns to attract and support Welsh-speaking candidates.
Scotland: Some remote regions face skills shortages, affecting the diversity of local hiring. Meanwhile, cities like Edinburgh and Glasgow are expanding their financial and tech sectors, pushing up diversity benchmarks.
Northern Ireland: Historically distinct social and religious complexities may shape how employers approach inclusivity and equitable opportunities.
Rural vs. Urban Differences: Rural parts of England, Wales, and Scotland can have smaller, more homogenous populations, making it challenging to achieve certain levels of representation. Benchmarks for these areas should reflect local demographic limitations while still promoting equality of opportunity.

Recognizing these differences ensures that benchmarking resonates with real-world conditions and leads to strategies that are both effective and culturally relevant.

7. Integrating UK-Specific Benchmarking into Action Plans

Having gathered internal DEI survey results and compared them against suitable UK-focused benchmarks, the next step is turning insight into tangible progress.

Gap Analysis: Pinpoint areas where you underperform relative to industry or local benchmarks. For example, if you have an office in Cardiff and your percentage of Welsh speakers in senior management is notably low compared to local statistics, that is a gap to explore.

Prioritization: Determine which gaps are most urgent. While representation might lag across several demographics, focusing on one or two key areas at a time can yield more effective outcomes.

Target Setting: Establish ambitious but realistic goals. For example, if local data indicates 20% of senior roles in the region are held by BAME employees, but your current figure is 10%, aim for 25% within a specific timeframe, with stepping stones along the way.

Action Strategies: Develop robust interventions. This could include targeted recruitment campaigns in underrepresented areas, mentorship initiatives, or reviews of internal policies for unconscious bias—while always tailoring to the local context.

Regular Check-Ins: Benchmarking is an ongoing process. At least annually (but ideally more often), revisit your data to assess progress. If certain goals are unmet, investigate whether local conditions have changed or if your strategies need refining.

Celebrate and Share Wins: Highlight progress against benchmarks to keep teams energized and to shine a light on success stories. Recognizing achievements fosters momentum and continuous buy-in.

8. How Divrsity Elevates UK Benchmarking

As DEI efforts advance throughout the UK, technology platforms play a pivotal role in turning data into action. Divrsity, the UK’s leading Diversity and Inclusion Survey platform, exemplifies how an intelligent, automated approach can revolutionize benchmarking and action planning.

8.1. Automated Results Analysis

Divrsity’s advanced algorithms analyze large volumes of survey data in real time, identifying statistical variances between demographic groups and linking these findings with open-text (verbatim) responses. For UK companies, this integrated approach is particularly valuable: it highlights how issues around gender, ethnicity, or socio-economic background may manifest differently in, say, London versus Swansea.

8.2. Intuitive, Beautiful Charts

The platform’s visually appealing dashboards and charts can be filtered by department, seniority, gender, ethnicity, and more. Using location-based filters, for instance, a company operating in Manchester and Glasgow can see at a glance how the experiences of employees differ across the two cities—then compare these results to local benchmarks. Such clear, real-time comparisons enable swift, data-driven decision-making.

8.3. Extensive Benchmarking Data Sets

Because Divrsity focuses on the UK market, it has developed a robust data library reflecting multiple industries, regions, and organizational sizes. Organizations benefit from a reliable, context-rich set of benchmarks: a mid-sized retail chain in the North West can measure itself against relevant peer groups rather than a random national average that overrepresents London-centric data.

8.4. Tailored DEI Action Plans

Divrsity’s platform does more than present figures. Its AI engine translates identified gaps into recommended interventions, drawing from evidence-based best practices relevant to UK workplaces. Whether that means rolling out unconscious bias training specifically for hiring managers in Leeds or creating a Welsh language mentorship programme for a Cardiff-based office, Divrsity helps organizations move from awareness to concerted action.

8.5. Ongoing Updates and Support

DEI is a dynamic process; what works in London this year might shift if regulations or community demographics change. Divrsity updates its benchmarks as new data is gathered, ensuring that organizations always have access to current, UK-specific comparisons. Companies can then monitor year-on-year performance to see if they are improving relative to the wider market.

9. Conclusion

Benchmarking is indispensable for UK companies serious about leveraging their DEI data to effect meaningful change. By comparing results with relevant peers—whether that’s finance firms in London, tech start-ups in Manchester, or the nationwide average—organizations gain insight into what their numbers truly mean. Benchmarking not only frames realistic goals but also motivates continuous improvement and fosters a healthy sense of accountability among stakeholders.

Nevertheless, it is critical to approach benchmarking with nuance. Over-reliance on broad averages, overlooking local and regional contexts, or failing to adopt consistent definitions of demographic categories can lead to distortions. Ensuring you gather comprehensive, accurate data in line with UK legislation and use multiple reference points is paramount. Moreover, organizations should integrate benchmark data into cohesive action plans that respect local cultural differences, thus driving real-world impact rather than mere box-ticking exercises.

Divrsity stands out as a powerful ally in this endeavour. With automated results analysis, compelling data visualizations, and rich benchmarking capabilities tailored to the UK, the platform transforms raw DEI data into actionable intelligence. Through its ability to synthesise insights and provide practical next steps, Divrsity helps companies evolve their culture and deliver tangible results—no matter their location in the UK.