Beyond A Tick Box: The True Meaning Of Diversity And Inclusion

Across the world, companies are rolling back their diversity and inclusion (D&I) initiatives in response to changing political tides. As a country, we have come a long way in addressing equality, but as we all work towards a common goal, we must remember that progress doesn’t happen on autopilot. It takes work, and nowhere is that work more important than where we spend most of our waking hours: our workplaces.

While South Africa leads globally in some aspects of representation, women hold 29 per cent of board seats in top 100 listed companies compared to 20 per cent in G20 nations, there is still a lot to be done. One of the first places to start is remembering that true inclusion encompasses more than initiatives that only focus on race and gender. The world is unbelievably diverse, meaning workplace diversity initiatives also need to consider people who are differently abled, neurodivergent and those of other faiths. It is estimated that between 15–20 per cent
of the world’s population is neurodivergent and, according to the Organisation for Economic Cooperation and Development, “the employment rate of people with disability was 27 per cent lower than for people without disability”. Another study found that 38 per cent of people say their organisation could do more to be more inclusive of people of different faiths.

Continuing the progress made by the D&I initiative is critical for organisational wellbeing and societal equality. While South Africa has taken some big steps to ensure diversity and inclusion, more should be done to ensure we create fair and equitable workplaces.

WHY D&I INITIATIVES MATTER

According to the South African Leadership Diversity Report, transformation efforts often fall short because they are treated as a scorecard exercise often based only on race and gender rather than a deep commitment to fundamentally redress and change.

Beyond a moral obligation, fostering diversity and inclusion benefits both organisations and employees. A diverse workforce improves innovation, engagement and performance. Companies with strong D&I policies outperform their peers: gender-diverse leadership teams are 25 per cent more likely to be profitable, while ethnically diverse organisations see
36 per cent higher profitability. Neurodiverse teams have also been found to increase productivity, creativity and innovation.

YuLife SA, a tech-driven financial services company on a mission to transform insurance into a force for good, highlights this link: “Meaningful transformation in the workplace leads to better outcomes and a more equitable society. In South Africa, we still have a long road ahead, but we are making progress.

“For D&I to be truly meaningful, we have to focus on holistic inclusion. That means recognising the needs of neurodiverse, differently abled and other marginalised groups as well. While they may not be where we need them to be, these elements are being phased in across the board, and we look forward to the impact they will make.”

Employees who feel valued and included are more likely to be engaged and productive. They contribute new ideas, work collaboratively and are less likely to leave, reducing turnover costs. When organisations foster belonging, they create a workplace where people are motivated to contribute their best.

MAKING D&I MEANINGFUL: BEYOND THE TICK-BOX

To ensure D&I initiatives drive real impact rather than just meeting quotas, organisations should consider the following:

Move beyond vague promises: diversity targets mean nothing without action. Companies love to talk about transformation, but real change happens when boards and leadership teams commit to meaningful representation at every level, not just in junior roles.

Make inclusion more than a slogan: invest in effective, measured and purposeful training and discussions. Employees need to see inclusion in action through regular training, open conversations and leaders who walk the talk.

Fix the hiring gap: create a more efficient, inclusive and effective hiring process. Companies need to invest in talent pipelines, offer mentorship and broaden hiring criteria to bring in voices that have traditionally been left out.

Hold leaders accountable: if no one is responsible, nothing changes. A dedicated diversity committee or executive ensures that transformation isn’t just a side project; it’s a priority.

GEN-Z AND MILLENNIALS, THE D&I WAKE-UP CALL AND WHY BUSINESSES CAN’T AFFORD TO FAKE IT

Gen-Z and millennials aren’t here for performative diversity, they expect real action. As the most diverse generation yet, they’re pushing companies to move beyond corporate lip service and create workplaces that reflect the world we live in. According to the 2024 Deloitte Global Gen-Z and Millennial Survey, 20 per cent of both Gen-Zs and millennials have changed jobs or industries because they didn’t align with their values. They want transparency, real inclusion and leadership that looks like them. If businesses aren’t willing to step up, younger staff won’t hesitate to call them out or take their
talent elsewhere.

THE BUSINESS AND SOCIAL CASE FOR INCLUSION

Diversity and inclusion aren’t just about compliance or social good; they’re essential to business success. Companies priotising inclusivity attract top talent, foster innovation and perform better financially. However, in South Africa, the stakes are even higher. True transformation can help heal historical wounds, create economic opportunities and build stronger communities.

The YuLife team explains further: “Employee wellness is intimately intertwined with D&I. By integrating holistic wellness and inclusive policies, companies can improve employee wellbeing and workplace diversity. This creates environments where everyone can thrive.”

Companies need to ask themselves the hard question: Is diversity and inclusion something they believe in or just another area to build positive sentiment without doing the work? The answer isn’t just about corporate reputation, it’s about survival. With 67 per cent of job seekers factoring diversity into their employment decisions, companies that treat inclusion like an afterthought are setting themselves up to lose out on the best talent. In a country like South Africa, where transformation isn’t a nice-to-have but a necessity, the businesses that get D&I right won’t just attract top talent, they’ll shape the future of the workforce and
the economy.