Inclusion That Actually Means Business
Once, diversity was just a polite nod in the HR handbook. Today, it is a serious business weapon. Companies investing in Diversity, Equity and Inclusion, or DEI, are not just being nice; they are being smart. They attract top talent, make sharper decisions, and yes, boost profitability.
McKinsey reports that companies with diverse executive teams can be up to 36% more profitable than those without. Employees in inclusive workplaces feel more motivated, loyal, and proud of where they work. DEI is not optional. It is a core business driver.
At Video Arts, we have seen it first-hand. DEI learning delivered with storytelling, empathy, and a touch of humour transforms policy into practice. Our Diversity, Equality & Inclusion collection helps leaders and teams understand the benefits of inclusion, tackle unconscious bias, and support neurodiverse colleagues without putting anyone to sleep in the process.
Profit Through Perspective
Teams made up of different thinkers solve problems better. Diversity of thought, experience, and background sparks innovation. And it is not just about gender or ethnicity, it is about all the ways our minds work.
When neurodiverse teams are properly supported, they can be up to 30% more productive than their peers. People with ADHD often excel in creative, fast-paced environments, while those on the autism spectrum bring exceptional focus, pattern recognition and analytical strength.
The takeaway is clear. Difference drives results. Cognitively diverse teams adapt faster, make better decisions, and outperform more homogenous groups, especially when tackling complex challenges.
Organisations that understand this don’t just talk about inclusion — they invest in it. That’s why at Video Arts, we’ve developed a range of learning experiences that help teams recognise and support neurodiverse talent, turning awareness into real-world impact.
Our Fostering Innovation Through Neurodiversity webinar brings that conversation to life. Featuring Martin Addison, Dr Hazel Harrison and Mehdi Tounsi, it explores how embracing different ways of thinking fuels creativity, problem-solving solving and innovation across every level of an organisation.
In a boardroom where everyone went to the same schools, followed the same career path and shared the same worldview. The decisions would be comfortable and predictable, but not necessarily right. Diverse teams, on the other hand, challenge assumptions. They spot opportunities others miss and question the “we have always done it this way” mindset that quietly holds companies back.
Talent Chooses Inclusion
The next generation of talent is watching closely. Jobseekers want to see that organisations don’t just pay lip service to DEI but live it. A recent YouGov study found that 66% of UK workers consider the acceptance and inclusion of employees from all backgrounds important when evaluating job opportunities
For HR and L&D teams, inclusion is first and foremost about fairness — creating a workplace where everyone feels valued and respected. The reward for doing so is that employees bring their best selves to work, stay longer, and help build a stronger organisational reputation.
For leaders, DEI signals more than good practice: it shows that this is a workplace where people genuinely matter.
Leaders Set the Tone
Inclusive leadership does not happen by accident. It is intentional. Leaders who listen, learn and adapt create psychological safety, the bedrock of high-performing teams.
When leaders model inclusive behaviour, others follow. They create a culture where speaking up is encouraged, mistakes become learning opportunities and innovation flourishes.
Research shows that inclusive leaders demonstrate curiosity, empathy and cultural intelligence, traits that build trust and collaboration across teams. For learning and development professionals, equipping managers with these skills is a powerful investment. Inclusive leaders drive inclusive teams and inclusive teams drive results.
Culture That Scales
Embedding DEI isn’t about one-off training sessions or a few posters in the break room. It’s about creating systems that make inclusion part of everyday practice.
Organisations that scale successfully start by defining and communicating core values clearly. These values should appear in onboarding, mentoring and recognition programs so that employees experience them from day one. Leaders reinforce culture by modelling inclusive behaviour consistently, and recognition programs celebrate actions that reflect the company’s values. Embedding culture early and often is crucial because once growth accelerates, it becomes much harder to retrofit these practices.
Learning and development help people understand not just what DEI means, but why it matters and how to put it into action. Storytelling, scenario-based learning and a bit of humour can make inclusion tangible and part of everyday behaviour.
Culture isn’t built by policy alone. It is built by people. When employees are empowered to bring their whole selves to work, the results speak for themselves.
Inclusion Pays Off
The moral case for DEI is clear. The commercial case is undeniable. Diverse teams perform better, make smarter decisions, and build stronger cultures.
For organisations that want to future-proof their success, get in touch with Video Arts.
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